Assistant Manager Human Resources
Expo City Dubai
Total years of experience :14 years, 9 Months
Responsible for the administration and coordination of activities related to Human Resources Shared Services, including data management, compensation and benefits, onboarding/off boarding, audit plan and actions.
Responsible for the administration and coordination of activities related to Human Resources Shared Services, including data management, compensation and benefits, onboarding/off boarding, audit plan and actions.
• Partner with regional compensation (globally) on compensation issues and work on a variety of special compensation projects as needed;
• Develop solutions on a variety of total compensation issues including the setting of appropriate pay levels, base pay and annual incentive pay;
• Develop proposals and presentations about compensation programs to influence and educate senior level decision-makers;
• Conduct studies of external market practices using reputable sources, conducts analyses, and makes recommendations for sustainable and competitive programs;
• Perform deep analysis on effectiveness and competitiveness of existing compensation programs and models potential impact of alternatives;
• Provide compensation guidance and education to the business and HR;
• Conduct job evaluations using market data and internal evaluation;
• Participate in and drive aspects of enterprise wide HR projects.
• Partner with line executives and management to address business issues related to work force development, employee engagement and productivity across Europe offices;
• Advice and counsel on multiple initiatives, maximizing all HR programs and cycles, and recommending solutions to complex employee relations and HR issues.
• Partner with other HR functions to drive and leverage all HR programs including performance management, compensation, executive and employee development, succession planning, work force optimization, staffing and benefits.
• Lead the shared services Compensation team;
• Support Compensation work stream in transition to new processes;
• Provide compensation consulting, including addressing regulatory changes, compensation data analysis, technical issue resolution and annual process delivery;
• Develop communication tools to enhance understanding of compensation;
• Maintain complete and current documentation on key compensation processes;
• Identify opportunities and lead process improvement activities utilizing continuous Improvement tools;
• Manage compensation projects, including competitive reviews, analyzing and recommending appropriate incentive schemes;
• Lead all aspects of assigned projects, including building work plans, engaging internal and external team members, prioritizing and assigning tasks, identifying and mitigating risks, and bringing projects to successful completion.
• Execute the solutions on a variety of compensation issues including the setting of appropriate pay levels, base pay and annual incentive pay in the system;
• Validate and run all salary movements based on the polices written by the global compensation;
• Perform indicators and reports to provide the global compensation team go deep analysis on effectiveness and competitiveness of existing compensation programs and models potential impact of alternatives;
• Provide compensation guidance and education to the business partners and HR;
• Participate in and drive aspects of enterprise wide HR projects.
• Perform activities related to registration in the personnel area.
• Participate in SAP HR project activities by controlling the requests and new configuration;
• Responsible for the HR register front in the project SAP Eleva, developing activities related process matching between companies since the beginning.
• From March 2009 moved to
• compensation area as Compensation Assistant, perform the analysis and making proposals to change organizational structure according to the criteria defined by the company.
• Maintain job descriptions of organizational structure and substructure updated.
• Maintain up-to-date positions within the job evaluation system, as well as pay scales.
• Define and maintain salary progression systems through promotion and merit and the annual salary planning program.
• Execute programs of individual and collective recognition.
• Participate in the elaboration of strategic guidelines for organization and compensation.
