Rewards And Benefits / Compensation and Benefits
WOQOD
Total years of experience :20 years, 8 Months
Promoted to Rewards and Performance management Supervisor role from Rewards & performance specialist role in 2022.
Joined WOQOD as Compensation and Benefits specialist
Details:
Qatar Fuel Company Q.P.S.C. (also known as WOQOD) is a Qatari oil and gas company and is publicly listed on the Qatar Stock Exchange. Qatar fuel
Among the company's subsidiaries are Qatar Jet Fuel Company (Q-JET), WOQOD Vehicle Inspection (FAHES), WOQOD Marine Services.
WOQOD is exclusively responsible for the distribution of fuel needs within Qatar. This includes diesel, gasoline and aviation fuel. The company also trades in bunker fuels, ship-to- ship bunkering within Qatari waters, bitumen importation and distribution, LPG, and own-branded-lubricants. In addition, it builds and operates modern branded service stations, sidra stores (convenience store), Auto care services across Qatar.
Duties / Responsibilities:
• Lead and implement total Rewards and performance management related programs for Qatar fuel and subsidiaries.
• As part of Project Management Office reporting to CEO, partnered with consultant (Bain) in identifying areas of optimization with regards to Organization structure, manpower cost and processes. Responsible to engage with departments in implementation, tracking and reporting to CEO office on transformation projects identified as part of study. Worked on 21 manpower related initiatives across various departments in WOQOD and Subsidiaries and successfully delivered on the optimization targets.
• Revamped Rewards and benefits policy for WOQOD, in line with energy sector corporate governance framework.
• Framed Rewards and benefits policy for WOQOD subsidiaries and established documented procedures for rewards and benefits, performance management process for WOQOD and Subsidiaries.
• Established Recognition and award programs for WOQOD and subsidiaries.
• Successfully restructured organizational grading system to bring greater alignment between WOQOD and subsidiaries in line with the job evaluation exercise as par Hay methodology
• Responsible to develop and maintain job descriptions by identifying and describing the job requirements considering market standards and business needs and lead the job evaluation team (committee) as per Hay methodology to determine job placement and hierarchal worth on the grading structure.
• Benchmarked salary and benefit scales for WOQOD Subsidiaries and aligned salary scales for subsidiaries.
• Established Career path as per Job families in WOQOD and subsidiaries
• Responsible for Annual manpower budget formulation.
• Responsible for Annual merit increment and Performance bonus process for WOQOD and subsidiaries.
• Responsible for recommending increase for promotion recommendations, new hires.
• Recommend compensation packages for senior management staff and new recruits while maintaining internal and external equity.
• Evaluating compensation levels for various departments and positions to determine external competitiveness, internal parity and make recommendations as appropriate.
• Analyzing information about market compensation benchmarks during recruitment processes and salary reviews and Benefits surveys in order to observe external equity factor.
• Responsible to lead the entire performance management program including manager/supervisor enablement for goal setting, mid-year review, performance improvement plan and year end appraisals.
• Coordinate with industry body and ensure compliance with the energy sector HR Policy Governance Framework, designed to ensure fair treatment for the workforce as well as promoting better alignment and healthy competition across the Energy Sector.
• Responsible for employee insurance programs and work with procurement, insurance provider to ensure timely renewals, claim ratio review etc.
• Review and approve manpower requisitions, candidate offers in terms of budget and compensation fitment.
Organizational and HR Strategy Planning:
• Facilitating Group Chairman and Senior Management Team in devising business strategy, vision, mission and values, setting long term and short term business goals, and objectives.
• Enabled delegation of Authority and empowerment by formulating and implementing authority matrix, SOPs.
Assisting chiefs and department heads in developing departmental and individual objectives linked to business objectives.
• Successfully restructured organizational grading system by conducting in depth job evaluation of roles using Hay Methodology in relations to Hay job factor description and mapped job roles in the context of the organizational structure.
• Trained and enabled HRBPs and Line managers on using Hay Methodology for Point factor Job evaluation, effective usage of Hay Calculator and Hay Guide Charts. Constant follow-up and evaluation of exercise undertaken to ensure evaluation is transparent, objective and with explainable results.
• Developed competency framework for the organization with identified core, functional and leadership competencies. Defined and published competency definition and defined career path structure for each roles within organization.
• Working on right-sizing the organization and reducing manpower related costs while responding to the business needs.
Drive change management activities, including leading and facilitating change workshops and advising management on change projects as they arise.
Business HR Partnering:
• Leading the team of HR business partners in driving organizational initiatives and HR processes.
• Manage the succession planning program of the assigned Division through identification of the critical positions and the successors by the collaboration with the Division top management.
• Work with the Senior Management team in identifying high potential staff, developing a career plan and communicating the same to those identified.
Staffing
• Leading the recruitment team while ensuring recruitment of staff would be justified and as per approved manpower plan with the stipulated timeframe.
• Preparing department wise headcount costs while assisting departments in preparation of departmental budgets
Payroll, Compensation & Benefits
• Leading Compensation and Benefits area and currently responding to change in the business need through devising effective C&B strategies with the focus on retaining top performing employees.
• Leading overall Payroll Management with responsibility to control headcount related costs without creating anomalies in the C&B system.
• Recommending compensation packages for senior management staff and new executive level recruits while maintaining internal and external equity.
• Devising Long Term and Short-Term Sales Commission criteria, Annual Increment and Performance linked Bonus Criteria and Budgets while considering various internal and external factors.
• Evaluating compensation levels for various departments and positions to determine external competitiveness and make recommendations as appropriate.
• Analyzing information about market compensation benchmarks during recruitment processes and salary reviews and Benefits surveys in order to observe external equity factor.
Employee Development
• Promoting the learning environment in the company by providing fair opportunities to employees for on the job and off the job trainings programs.
• Leading the team in finalizing Annual Training Budgets, conducting training needs analysis and utilization of the budget.
• Developing and promoting competency-based culture and taking initiatives to enhance competency levels among senior management team.
• Monitoring employee’s development effectiveness through Performance Management and talent management programs.
• Handling disciplinary actions and taking appropriate measures through formal Disciplinary Committee whenever required
• Successfully implemented the HRMS and PMS system for the entire organization.
As DGM-HR my role involved handling the entire Gamut of HR functions and providing a broad range of HR partnership in support of business objectives. Designing and implementing HR processes / programs/ initiatives for IBM Sales group. Role involves handling manpower planning, recruitment, employee engagement, Seller Performance management, Compensation and benefits Management(including incentive plan development ), talent management (assessment, acquisition, development and redeployment), organization development (change management, leader effectiveness ), training & development, employee relations, facilitation of rewards and recognition and facilitating solutions to employee and leadership issues; developing and implementing HR strategy, policies and processes; and proactive development and coaching of leaders.
Compensation and Benefits Leader - Network Solutions (An IBM Company ) (Oct 2011 -August 2012 )
In this role, designed and implemented C&B activities for Netsol ( An IBM company with 2100 employees across India ). As part of the assignment - lead restructuring of Netsol C&B policies and programs to align with IBM. Was responsible for design, deployment of employee compensation and rewards programs including Compensation Structuring, Compensation and Benefits Policy Design and Administration, Executive Compensation. Responsible for Job analysis, Pay structures, Salary surveys, payrollmanagement.Researching and scrutinizing the general factors like the government policies, change in the tax structure, market conditions. Ensuring compliance of Government regulations, Labor laws, statutory laws. Manage, Design and implement benefits plans including Hospitalization and other insurance programs.
HR Manager-IBM 2009 January till Oct 2011
As HR Manager - Business Partner, Role involved handling manpower planning, recruitment, employee engagement, performance management, Compensation and benefits Management, talent management (assessment, acquisition, development and redeployment), organization development (change management, leader effectiveness ), training & development, employee relations, facilitation of rewards and recognition and facilitating solutions to employee and leadership issues; developing and implementing HR strategy, policies and processes; and proactive development and coaching of leaders.
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Enabled Organization to retain existing employees and reduce talent acquisition cost by deploying programs across IBM Delivery centers, which enabled line managers to manage new resource demand from existing employee pool and by enabling managers to provide incentives to existing employees to continue with IBM
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• The jobs involves -
• Policy Design and standardization
• Census Management (Manpower planning)
• Recruitment and Staffing
• Employee Relations
• Employee Engagement
• Coordinating and managing the Performance management process
• Implementation of Staffing, Training, C&B initiatives in conjunction with Centers of Excellence
• Management Resource Review for 2nd/3rd level deployments
• Design and implementation of Talent Management Process
• Talent Retention Strategy - “broker” talent job moves between Strategic Business Units and Strategic Business Groups
• Identifying training needs and co-coordinating training programmes
• Benefit administration
• Understanding legal requirements and implementation for the country
• Proactively monitor personnel issues/situations
• Communicate company-wide initiatives to employee / group supported
• Work with Center HR team - and implement all HR Processes in the respective deals including support participation energy at work, fun at work and all center initiatives
• Active engagement with stakeholders for timely processing and resolution of specific employee issues- grievances, PIP cases (performance improvement), Disciplinary actions / Legal issues. Ensure complete documentation for all legal cases
• Support the career and professional development of all personnel by educating them on the career model, providing guidance on career plans based on their goals and the goals of the group.
• Advise personnel on required and elective training appropriate for development
• Ensure Job description is prepared for all roles in the deal
• Facilitate and prepare Goal sheet for each employee in consultation with the employee and Supervisor
• Coordinate the performance management and promotion processes, ensuring adherence to timelines and ensure accurate and fair reward decisions.
• Coordinate with Career Counselors and Managers to enable the implementation of performance improvement plans.
• Coach and advise Career Counselors to ensure effective delivery of difficult messages to their counselees.
• Review continuously the performance feedback for individuals in order to anticipate and manage potential performance issues.
• Conduct roll out sessions for employees to help employees understand the PM process
• Conduct training sessions for counselors / supervisors to help them evaluate and rate employees fairly and objectively.
• Ensure employees are moderated and rated in right clusters. Ensure fairness in the PM process.
• Facilitate the normalization process for appraisal ratings
• Monitor the supply of personnel by maintaining personnel information in all appropriate systems, and reviewing and following up on all exceptions to chargeability and utilization targets.
• Ensure regular reviews with Business Unit lead and Domain Lead and keep them updated on info related to critical people matters and pulse of the floor
• Run employee roll outs for the population supported (Performance management, Policies, Organizational announcements etc )
• Anchor induction sessions on HR processes
• Develop and distribute various HR reports on a regular basis and upon request
• Ensure Background checks are initiated and completed for all employees who join.
• Ensure Probation reviews are completed on time and tracked
• Timely & accurate reporting of payroll inputs
• Facilitate exits as per the process
• Provide any support required on redeployment - business and employee initiated
• Track exit reports
• Provide early warning signals indicating changes in the current rate of attrition
• Ensure employee queries are responded to in an optimum time frame
• Ensure Summit awards are organized on time, and the culture of spot awards is maintained
• Support implementation of all Center HR initiatives in the deal as applicable
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