Compensation & Benefits Superintendent

Job Purpose

Oversees organization-wide performance management strategies and total rewards philosophy for the organization to attract and retain talent. Formulates compensation and benefits policies and maintains alignment with the organization’s strategic direction and employee value proposition (EVP), thereby ensuring internal equity of compensation systems.

Job Dimensions and Business Metrics

·         Leadership responsibilities include the overall direction, planning, and evaluation of C&B unit.

·         Accountable for USD 1M-5M annual budget. Partial budgetary preparation/compliance accountability in assigned areas.

·         Responsible for direct and indirect headcount management of 3+ full-time equivalent (FTE) employees.

·         Highest level of confidentiality and access to information which unauthorized disclosure could be expected to have a severe or catastrophic adverse effect on organizational operations, organizational assets, or individuals.

·         Decisions are made within policy parameters.

·         Partially accountable for long-range operational planning in assigned areas.

Key Accountabilities include the following. Other duties may be assigned as required.

·         Oversees organization’s compensation management policies and practices to organization needs.

·         Translates compensation management policy and strategy into salary grid, grade structures, and compensation programs that would incentivize workforce based on the role expectations.

·         Provides consultative support and deliberate decisions with senior stakeholders for cases where the compensation management deviates from policies and processes.

·         Reviews and develops future-ready Human Resource policies and strategies, referencing local and global HR trends and best practices, taking into consideration context, economic outlook and available support to meet business needs.

·         Oversees development of HR policies and practices that competitively position organization as an employer of choice and ensure the changes to rules and regulations are restructured with HR systems, policies and practices

·         Oversees HR compliance reviews. Coordinates preparation of analyses and documentation of HR efforts, assemble other required documents, and coordinate review of HR activities and documents. Analyzes possible outcome of review and make recommendations and compliance as appropriate.

·         Engages with business leaders to seek clarity on business strategy and co-develop organizational key performance indicators that are aligned to business strategy and objectives for senior leaders. 

·         Oversees support to senior leaders to cascade and communicate their key performance indicators to their staff and develop performance goals that are aligned to business current and future needs.

·         Oversees merit increase process of organization. Evaluates and proposes the annual budget and design the merit matrix. Develops merit policies and procedures and ensures defined rules and criteria are being executed within defined budged.

·         Consults and collaborates with various support areas and business groups to advance the company’s diversity, equity and inclusion programs

·         Oversees the workforce planning & headcount and labor budget to meet company’s objectives and strategy

·         Oversees internal equity process. Develops robust approach to measure jobs and salaries in order to diagnose, understand and address salary variances in organization.

·         Engages with senior business leaders to evaluate the ongoing viability of the succession plans.

·         Develops guiding principles with business leaders to advise on business-critical positions for succession planning that would meet current and future business needs.

·         Ensures promotions are executed as per defined policies and procedures

·         Responsible that the manpower and labor budget planning process is carried out in a timely manner.

·         Oversees market sensing by obtaining and maintaining knowledge of competitive practices within relevant labor markets such as industry, local, and professional competitors.

·         Assess the extent of in-house HR analytics capability and engage with external providers of benchmarking

Language Skills(English and Arabic)

Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.  Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.