Job Purpose

Define, implement and monitor the Group\xe2\x80\x99s compensation and benefits strategy and processes in line with the Group\xe2\x80\x99s vision, mission and values, in order to attract and retain talent so that the Group meets its business and operational objectives.

Principal Accountabilities

Strategy Contribution

• Design, develop and implement the Compensation and Benefits Strategy, in collaboration with the leadership, ensuring alignment and seamless cascade of the operating model and business strategies via flexible organization structures.
• Develop and implement sectional strategy and related strategic plans and policies in alignment with the vision and mission of the Group and horizontal integration with other interfacing departmental strategies.
• Provide subject matter advice for the assigned domain and support the leadership on all related areas to facilitate the achievement of sectional strategies.

People Management

• Manage the effective achievement of assigned objectives through the management of the Compensation & Benefit section by setting of individual objectives, managing performance, developing and motivating staff to maximize sectional performance.
• Manage the talent development initiatives for the assigned department, collaborating with technical/discipline experts and thereby ensure the availability of talent to fit business requirements.

Budgeting and Financial Planning

• Prepare and recommend the section budget and track financial performance versus the budget while ensuring all sectional activities are conducted in line with the approved guidelines.
• Develop and manage the implementation of consistent and realistic operational plans for the section to meet the department objectives.
• Allocate manpower resources to the planned assignments and develop schedules in order to deliver the section objectives.
• Monitor, investigate, highlight and reconcile any significant variances in utilization of the budget to ensure effective performance and cost control.

Compensation and Benefits Management

• Develop the Compensation and Benefits framework and initiatives and participate actively in periodic salary/benefits surveys within the marketplace in order to attract and retain high caliber talent.
• Develop and present board level proposals related to the Group\xe2\x80\x99s Compensation and Benefits strategy to the Executive Management and Board of Directors to ensure that the right decisions are taken.
• Propose changes to compensation policies, enhance or revise existing compensation and benefits programs based on current trend analysis and global policy direction to maintain the eligibility, coverage, and applicability of the remuneration framework policies.
• Support any issues guidelines relating to annual compensation related exercises such as budgeting, performance appraisals, bonus calculations, salary reviews.
• Benchmark employee compensation and benefits with relevant comparators in the market and best practice to ensure external competitiveness of rewards.
• Manage the annual salary review processes and ensure that all salary planning guidelines and pay policies are updated and communicated with the designated stakeholders.
• Review employees\xe2\x80\x99 benefits, salaries, eligibilities for promotions on annual basis to ensure fair alignment and consistency across the workforce.
• Design and identify job family level specific benefits and allowances.

Job Analysis and Evaluation

• Plan, organize and manage job description programs across the ENOC Group by developing guidelines and conducting workshops to produce high quality s.
• Recommend the use of external reward consultants to supplement resources needed to develop high quality JD\xe2\x80\x99s to meet the timelines or specialized nature of JD\xe2\x80\x99s dictated by the business needs.
• Manage the Job Evaluation process across the ENOC Group including JV\xe2\x80\x99s by facilitating the ENOC Job Evaluation panels, developing preliminary evaluation lines referenced by benchmarks, ensuring evaluation panel meetings are held in accord with the \xe2\x80\x98Terms of Reference\xe2\x80\x99 by appropriately trained panel members in the Job Evaluation system used by ENOC.
• Conduct workshops to give employees an appreciation of the job evaluation process used by the ENOC Group.
• Recommend the use of external reward Consultants to evaluate jobs, when it in the best interests of ENOC e.g. to avoid conflict of interest or organize evaluation of jobs in entirely new businesses or SBUs.

Market Benchmarking and Pricing

• Provide effective comparison of ENOC salary levels with competitive benchmarks in the local and international markets where ENOC operates by identifying relevant peer groups, participating in formal market surveys and carrying out informal market data exchanges.
• Analyze market benchmark studies data to determine ENOC\xe2\x80\x99s position in the target markets on specific components of the salary structure and subsequently develop ENOC\xe2\x80\x99s Total Rewards Strategy.

Reward Structures

• In discussion with Senior Management of ENOC and external Reward Consultants develop and implement Reward Strategies, Grading structures and short- and long-term Compensation and Benefits structures which enable ENOC to stay competitive in the markets in which they operate
• Develop, recommend and implement agreed innovative variable pay mechanisms to link pay with Performance.
• Implement Board remuneration, Company Representatives Executive remuneration, and all other staff remuneration within approved Reward structures.

Relationship Management

• Build networks with HR consultants and HR managers in the region to share data and learn best practices.
• Conduct awareness sessions and communicate with employees on a regular basis to ensure clear understanding of their compensation and benefits entitlements and structures and resolve any queries or concerns.
• Act as a point-of-contact for all Group employees and HR teams with regards to any issues related to compensation and benefits structure and escalate these to appropriate authorities as required.
• Work closely with Group CHRO, Heads of Department and colleagues across the Group.
• Interact with staff across the Group on matters related to compensation and benefits.
• Collaborate with Consulting firms and other third-party service providers for the provision of compensation and benefits-related services such as market reward reports.
• Network with industry peers for market information and exchange of thoughts or information on professional domain matters.

Policies, Systems, Processes & Procedures

• Develop and lead the implementation of sectional policies, systems, processes, procedures and controls covering all areas of assigned sectional so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service in a consistent manner.
• Act as the custodian of all HR policies related to Compensation and Benefits for the group and ensure timely review in line with labor laws and trending practices.

Relationship Management

• Manage the development and maintenance of effective key business relationships with all relevant external/internal entities and all sections with the highest standards of business ethics, whilst promptly attending to all critical issues in-order to ensure the services required by the organization are delivered in the most effective manner.
• Work closely with Group CHRO, Heads of Department and colleagues across the Group.
• Interact with staff across the Group on matters related to compensation and benefits.
• Collaborate with Consulting firms and other third-party service providers for the provision of compensation and benefits-related services and best market practices.
• Network with industry peers for market information and exchange of thoughts or information on professional domain matters.

Reporting

• Manage the timely and accurate preparation of all sectional reports and meet the Group\xe2\x80\x99s requirements, policies and quality standards.
• Review all sectional analytics and progress reports and provide inputs to prepare weekly and monthly reports for the section to report progress on compliance with SLAs.
• Establish and monitor a quarterly reporting dashboard for the HR management review, coordinate and collate data analysis from various HR departments

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