JOB PURPOSE:

Initiate and executes the implementation of company's Performance Rewards exercise. Participates as a Company representative, in fact-finding studies of pay levels and provides recommendations as appropriate. Processes employee Performance Rewards like salary adjustments and grade promotions.

Initiate and executes the implementation of company’s Job Design exercise. Analyse and study activities related to Job Analysis, Job Description and Job Evaluation for the provisional job grade ranking and grade evaluation as per the Company Job Design policies and guidelines.

Act as subject matter expert in Performance Reward Management & Job Design.

Advice, study and analyse to propose recommendations and contribute to the development and implementation of the optimized Organization Structure and corporate business process to ensure the efficiency in conformity with overall Company objectives, policies and plans.
 

JOB DUTIES BUT NOT LIMITED TO:

• Participates in the development, modification and implementation of company’s compensation policies, procedures and its system implementation. Participates, as Company representative, in fact-finding studies of pay levels in the labour market and provides recommendations as appropriate. Processes employee salary adjustments, promotions, merit pay exercise and bonus payments.
• Reviews recommendations for salary adjustments / promotion of employees to ensure validity and compliance with policy; checks abnormalities and coordinates with line managers for clarifications; processes the salary adjustment / promotion cases by providing equitable salary increments according to Company policy and guidelines.
• Administer the grade & salary progression schemes for UAE National Entry Point Employee (EPE) and trainees; ensures strict adherence to Company guidelines on progression and recommends amendments to any discrepancies that arise.
• Assists in the provision cost analysis of general increase programs, proposes appropriate budgets and increase matrices, prepares criteria / guidelines to regulate the granting of salary increments to ensure compliance with performance, position in range, and other such factors as applicable. Follows up with People Relations on implementation of the program and reviews final results to ensure adherence to approved budget.
• Participates, as directed, in compensation and salary survey studies conducted by Company and other regional oil and gas companies to ensure competitiveness of the company's compensation package. Includes selecting and matching benchmark jobs, preparing job descriptions, preparing forms / questionnaire for data collection, collecting information on basic salary, allowances and benefits from OPCOs and outside (Local / Regional) companies, analysing compensation and benefits data to determine position of the Company against the market and drafting reports on studies / surveys for management consideration and decision.
• Monitors the administration of salaries and advises on all aspects of salary administration and implementation of compensation policies and procedures to ensure fair and equitable treatment of all staff. Investigates and identifies unfair trends, examines their implications and recommends corrective actions to supervisor.
• Provides line management and Company business units with essential information, interpretation, and clarification on Compensation & Benefits policies, practices, and procedures to ensure systematic, consistent and sound application of these systems.
• Initiates the development, modification and implementation of company's job evaluation policies, systems and procedures. Initiates large-scale job maintenance programs and follows up on such programs until finalization. Participates, as Company representative, in fact-finding studies of job and pay levels and provides recommendations as appropriate.
• Administers Job Evaluation programs to ensure that company job descriptions and evaluations are accurate, consistent with company’s guidelines and up-to-date. Includes initiating work plans and schedules and liaising with concerned Divisions / Departments towards achieving the goal.
• Prepare accurate job descriptions for all company jobs by conducting job analysis interviews with job incumbents and line supervisors for gathering information about jobs, verifying information obtained from concerned line mangers and analysing jobs based on gathered information and Division's Statement of Functions.
• Preparation of draft job descriptions highlighting main roles & responsibilities, minimum required qualifications and experience. Discusses draft job descriptions with Line Manager until finalization/approval.
• Conduct benchmarking with Company Group Companies prior to evaluating the job grade to ensure job grade consistency across the group.
• Initiate the preliminary evaluation of jobs based on approved job descriptions and using the company job evaluation plan (HAY Methodology). Ensures that the relative job values are consistent with comparable / established job levels within the company and are coherent across the other divisions of  the company.
• Prepare a JEC Manual comprising the factor rating and justifications for evaluated jobs, approved job descriptions and organization charts for easy reference of the Job Evaluation Committee members.  Attends the JEC Meeting as a Subject Matter Expert, and presents recommendations for discussion and endorsement
• Follows up all procedures taking place before / during / after the meeting of the Job Evaluation Committee such as inviting committee members, preparing minutes of meetings, forwarding decisions of the JEC to the CEO for final approval and notifying the concerned divisions of their approved grades.
• Process job evaluation results for grades 16+ and related relevant data to Company Group Job Evaluation Committee for further review and confirmation of recommended grade classifications. Communicates final approval results of job evaluation exercises to concerned Division VP’s and follows up on implementation of approved grade placement recommendations.
• Periodically receives formal requests from concerned divisions regarding re-evaluation of certain jobs. Examines and analyses the merits of the justification provided and takes action as appropriate.
• Follows up on periodic organizational or other changes in the operations of company business units. Analyses the implication of these changes on affected jobs and updates/develops the job descriptions of changed or newly created jobs to ensure they are accurate and up-to-date.
• Determines provisional ranking of the newly created jobs as a result of reorganization until the job grades have been established officially by the Job Evaluation Committee.

Minimum Requirement

8 years’ experience in HR function with knowledge of Performance Management & Job Design, with at least 4 years in an Oil/Gas industry.

Professional Experience Korn Ferry / Hay Job Evaluation Methodology and certified.

Ability to analyse and solve problems.

Professional in English Language (reading, writing and speaking)

Professional in Arabic Language (reading, writing and speaking) is an advantage

CIPD Certification level 3, 5 or 7