Analyst Compensation Rewards

Experience: Min 3 Years in Human Resources focus on Compensation, Employee Benefits and Rewards.

Language: English

Education: Bachelor's degree in Business Administration, Management, or any other related field

General Summary

Contribute to the development of the total rewards framework and strategic rewards initiatives to attract and retain high calibre talent. Support the Manager Talent Development & Rewards on the presentation's development related to reward strategy. Participate in the recommendation of changes to compensation policies, enhancing 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. Benchmark employee compensation and benefits with relevant competitors in the market and best practice to ensure external competitiveness of rewards. Participate in the review of annual salary processes and ensure that all salary planning guidelines and pay policies are updated and communicated with the designated parties. Provide analytical support for the review of employees' benefits, salaries, eligibilities for promotions on annual basis to ensure fair alignment and consistency across the workforce. Accountable for the administration of UAE & GCC Pension, Handle employee pensions periodical activities such as registration, monthly contributions, cancelations, updates employee information's. Handle employee medical insurance in terms of issuance, cancellations, register the invoices , contract renewal. Assist line manager in proceeding the yearly salary increment, bonus and promotions Support the development, implementation, monitoring and upgrade of the Employee Performance Management System across the Group thereby enabling the transparent and fair management, assessment, and reward employees' performance. Identify and make the necessary adjustments so that the performance management planning cycle is fully integrated and aligned with the strategic planning cycle. Implement appropriate monitoring mechanisms to assess progress and achievement of scorecard objectives. Track and monitor the proper cascade and alignment of the HR Functional Performance objectives into the HR function short-, medium- and long-term objectives within the Performance Scorecard framework and established service levels. Develop the details of the employee performance management cycle, process, timelines, scoring, and reporting to support the implementation of the Performance Management System. Define the system specifications and requirements of performance management.