1-Design and develop the reward strategy, designing a firm compensation programs through

deploying a clear grading & pay system along with salary structure that ensures internal and

external equity for all workforce.

2-Benchmark and survey the latest compensation trends via participating and analyzing the salary

surveys pay in the market. Ensure Company’s pay is competitive across the market through

conducting several benchmark surveys including job matching and data reporting and analyze

relevant data to position the company's pay against the market and ensure pay competitiveness.

3-Design and propose the annual merit increase for the company staff across all grades in relevance

with the performance appraisal rating points ensuring an acceptable snap ratio within the assigned

merit budget and preserving the current salary structure ranges through providing merit lump sum

in cases of staff exceeding the company's salary structure. Conduct the merit increase design

exercise ensuring the assigned budget is not exceeded.

4-Manage and administer the criteria of employee career advancement plans, including promotions,

salary increases, ensuring eligible, high performing and competent staff receive their promotion

JOB DESCRIPTION

along with the suitable pay within the company's grade range and market pay.

5-Govern the job offering process through determining the pay for new hires across all grades,

warranting Company’s  pay to be competitive and within the market pay range and Company’s  salary

structure.

6-Provide the management with regular analytics and reports in regards to the workforce pay,

compa-ratio per department/employee, promotions, new hires, attrition rate which aid in creating a

full view of the current pay system and its alignment with the market data. Act as an advisor to the

management through providing insights in regards to employee's career path according to their

performance and job weights.

7-Design compensation and reward and incentive programs; ensure Company’s  image is maintained

in the market on the regional and international fronts.

8-Design the Sales Incentive Plans for the Sales workforce, and ensuring such scheme contributes

to achieving the company targets through maintaining a competitive incentive pay to Sales people.

9-Monitors the effectiveness of existing compensation system, guidelines and procedures;

recommends plan revisions and introduces new plans that are cost effective and consistent with

compensation trends and company objectives. Manage and participate in the grading and salary

structure updates for the company ensuring a cost effective model is being met.

10-Develops techniques for compiling, preparing and presenting data to demonstrate metrics of

success. Regular reporting of promotions, new hires, pay and recognition practices to the

management to ensure alignment.

11-Facilitate the integration of compensation and reward systems with other critical human

resource elements, including recruitment, benefits, and employee recognition. Apply systems

thinking while ensuring integration of policies, programs, and procedures. Crafting and creating a

total rewards system through orchestrating the recruitment offers, compensation practices and

policies.

12-Implements new and/or updated compensation plans by crafting announcement material,

booklets and other media for communicating to employees. Conduct employee meetings and

employee benefit seminars, revises and reissues all communications material regarding

Compensation. Communication material for all related programs and announcements is prepared by

the Total Rewards team

13-Craft career advancement policy (Promotions and Pay Policies) and procedures and ensures

abidance.

14-Manage retention plans for high flyers to safeguard that the presence of the best calibers