Rewards & Analytics Manager
Beiersdorf
Total years of experience :13 years, 2 Months
On this role, I was responsible for developing, implementing, and managing the company's total rewards strategy. I played a crucial role in shaping the compensation, benefits, and recognition programs of the company to align with business objectives, market competitiveness, and employee engagement goals. I collaborated with cross-functional teams, senior leadership, and external consultants to drive initiatives that enhanced the Company’s talent attraction and retention efforts. I also designed the Rewards & Analytics structure, including team set up and people analytics dashboard, leveraging people analytics in assessing the effectiveness of total rewards programs and in making data-driven recommendations for improvements. I developed frameworks and principles for managing compensation and benefits, remuneration policy and pay philosophy, including the design of salary/merit increase metrics & guidelines. I developed a harmonized a cross-border HR policy and procedure for the Africa Middle East Region, which drives consistency and uniformity of our HR practices, taking into account the nuances in market practice and labour legislations across all nine countries within the region.
While on this role, my key responsibility includes the design and development of reward strategy and programs that drive internal pay equity and external competitiveness, enabling the company to attract, motivate and retain high performing employees. I played an oversight function on remuneration surveys & benchmarking, payroll management, compensation & benefit processes (such as computation and payment of annual incentive cash award, quarterly productivity bonus, sales incentive, long service award, exit benefits, loans, grants etc.). I was responsible for ensuring the effectiveness of all HR Information Systems and the administration of Core HR processes (hiring, transfers, promotions lateral moves and exits), including employee communications. I monitored monthly review of HR Key Control framework to drive compliance and ensure processes are in line with policy, guidelines and procedure. Annual Planning & Budgeting was also under my purview, ensuring FTE and personnel cost are well driven and monitored in line with annual budget and strategic road map. In terms of services, I played an oversight role in ensuring that company fleet, protocol, immigration, travels and company guest houses are seamlessly managed to support business priority.
●Implementation of reward strategy and programs which drive internal pay equity and external competitiveness, enabling the company to attract, motivate and retain high performing employees and further
boosting the EVP of the organization. This involves Rewards policy maintenance and review from time to time as well as its effectiveness and interpretation.
● External focus and benchmarking through remuneration surveys, networking and other research methods to generate market insights and trends. Analysis and use of such trends and insights to inform, reform and transform the organization as a means of shaping the current and future remuneration structure of the Company.
● Responsible for the development of Job description and maintenance of job description for all employees, including support for Job evaluation and grading.
● Salary negotiation with incoming employees at all levels (management and non-management levels) and ensure pay package proposed and agreed upon are competitive, attractive and in line with internal equity principles
● Responsible for pay reviews such as industry Collective Labour Agreement, Annual Market and Merit increases and ensures implementation is in line with budgetary provision.
● Provides support and input to the Employee Relations Unit during in-house management-union negotiations to ensure outcome of Collective Labour Agreement are in line with annual plan
● Reward & HR systems specialist/ SAP HR In-house Expert - HR master data maintenance
● HR analytics and reporting on all key HR metrics through monthly HR dashboard
● Annual Remuneration Surveys with Mercer, Korn Ferry (Hay Group), KPMG etc, ensuring accurate data submission, engagement, analysis of outcome and reporting
● Drive employee engagement through HR satisfaction surveys, ensuring constant measuring and monitors employee engagement index and the implementation of the improvement actions
● Support implementation of annual pay reviews; including implementation of Collective Labour Agreements, Merit and Market increases; Bonus/Incentive scheme management, including annual performance incentive, sales incentive, long service award etc
● Hiring procedure for new joiners, transfers and promotions as well exit procedure, including exit benefit/severance pay calculation for exited employees
● Employee Communication, such as management moves and other forms of HR announcement
Developed Learning and Development (L&D) framework for the Africa & Middle East region; including tracking, analyzing and reporting on L&D activities to the Regional Management Team. This gave the region an overview and insight into L&D activities including, learning solutions, training hours, cost, evaluations and returns on investment from each OpCo.
● Designed and rolled Annual Learning Curricula for the region. Provided support, feedback, and recommendations to all OpCos on learning solution, business impact, budget and the effectiveness of learning actions
● Worked as a member of the Regional Resource Committee on succession planning for leadership positions within the region
● Work with regional functions on the development and roll out of functional competencies; including follow up on the deployment of general and functional First-Line Managers Development Programs
● Pay proposals, offer of employment/contract letters and information on registration requirements for newly- hired employees
● Process annual leave, promotions, transfers, relief/acting allowances, housing upfront, and call duty allowances for employees as well as individual employee statement of account on Service Gratuity
● Vet Pay roll, implement general salary reviews for all employees and co-ordinate the processing and delivery of salary review letters
● Implement merit increases, bonus and ex-gratia pay for eligible employees according to the guidelines
● Support the Employee Relations Manager on industrial relations matters, serve as secretary at Union/Management meetings.
● Maintenance and regular update of company-wide establishment and organisational chart as well as periodic reporting on both
● Ensure complete, accurate and timely liaisons with relevant regulatory agencies, especially the Nigerian Social Insurance Trust Fund (NSITF) for processing of accident compensation claims in line with the Employees Compensation Act (ECA) 2010 as well National Pension Commission on employer/employee monthly pension contribution
● Track Labour Contractors and provide updates on their compliance with Company's requirement and with guideline for outsourced staff working in the Company
● Employee Engagement: Provide support to the HR Manager on employee engagement/change management. Anticipate employee needs and deliver HR initiatives that will meet their expectations and drive commitment. Support cultural changes following the outcome of periodic climate surveys by encouraging line managers to take greater responsibility for their staff. Support line managers in creating a climate which encourages innovation and productivity. Lead all restructuring within the brewery, ensuring that formal consultation processes take place with all affected staff.
● Employee Relations: Provide HR Policy guidance and interpretation. Work closely with managers and employees in the brewery to improve work relationships, build morale, increase productivity and retention.
● Industrial Relations: Achieve industrial peace and harmony in the brewery to ensure uninterrupted flow of goods and services. Ensure compliance with labour law provisions, organize union/management meetings to address stress point. Manage formal communication channels to ensure that grievances are nipped in the bud. Manage disciplinary process to ensure consistency and fairness. Manage the grievance process and provide counsel to employees. Identify potential industrial relations flash points and take pre-emptive action
● Training and Development: Support in identifying training and coaching needs for the employees. Participate in evaluation and monitoring of success of training programmes. Follow up to ensure training objectives are met. Support in ensuring compliance with health and safety policy and procedures and risk assessments.
● Compensation Management: monthly payroll input advice the to the Rewards team and ensure that overtime, shift, out of station allowance and other employee benefits and bonuses are correctly computed and paid on time and in full
● Third Party Staff Administration: Oversee contract staff administration in the location and ensures the recruitment and selection of third-party employees meet company expectations
● Budget: Control department budget to ensure that services are provided within approved resources. This budget includes the clinic, canteen, and other HR services
● HR Services: Administer company guesthouses effectively and efficiently so that third party facilities are considered as a last resort. Administer company's pool of service vehicles in an effective and efficient manner
● Evaluation and feedback to employees on the Personal Development Plan (PDP) process, including training on PDP; tracking, analysis and reporting on relevant metrics for quality, timelines and execution of PDPs
● Prepare the review list for the Company's Talent Initiative and lead the physical implementation of all the related development programs and events as well the reporting on their effectiveness
● Responsible for support logistics for implementing company managerial and leadership development programs organized by the HR Function; including monitoring and reporting on progress on the annual training plan and the evaluation of learning events
● Track, analyses and report on relevant metrics for use and effectiveness of functional competencies
● Drive the Performance Management (PM) process of the Company by tracking, analyzing and reporting on effectiveness; providing all logistics support for training on PM especially for new employees
● Recruitment and Training Administration for all managers and senior staff intakes.
● Recruitment and selection data update, analysis and reporting
● Organize induction and on-boarding activities for new hires.
● Production of Company in-house magazine (Consolidated Voice).
● Employee & Host Community Scholarship Administration
● Liaise with Training Agencies on training programme
● Training data upkeep, tracking, analysis and reporting
1. Big Data Engineering - Energy Consumption Analysis Project (completed in November 2022). Skills & Tools Covered include: RDD, Feature Engineering, Aggregation, SparkSQL, SparkUDF, SparkUI, SparkDAGs 2. Data Analytics on Cloud - Dx-Diagnostics Case Study (completed in October 2022). Skills & Tools Covered include: GCP, Cloud Composer, MySQL Cloud DB, Airflow UI, Airflow, DAG, Airflow Operators, Xcoms, Slack WebHook 3. Data Visualisation with Tableau - Gamer's Arena Project (completed in August 2022). Skills & Tools Covered include: Tableau, Stories, Dashboarding, Views, Storyboarding, KPI Controls, Blends 4. SQL & Databases - New Wheels Case Study (completed in August 2022). Skills & Tools Covered include: MySQL, Normalizing Data Schemas with DDL, Querying the Data with DML, Tables Views and Functions, Automating data transformation with Stored Procedures, Creating Business Presentations 5. Python FoodHub Case Study (completed in July 2022). Skills & Tools Covered include: Web Scraping, Pandas, Dataframes, Seaborn, Exploratory Data Analysis, NumPy, Descriptive Statistics, RegEx