Section Head, Compensation & Benefits

15 سبتمبر، 2022

0 3 7 دقائق

الوصف الوظيفي

1. JOB DETAILS: Position Title: Manager: Compensation and Benefits Broad Band: M12: Management Talent Pipeline Layer: Managing Others (MO) 2. OVERALL JOB PURPOSE: Lead and manage Ma'aden's Compensation and Benefits plans, processes and policies, contributing to Ma'aden's Employee Value Proposition and aligned to Ma'aden's Rewards Strategy 3. QUALIFICATIONS, EXPERIENCE & SKILLS: Qualification: * Relevant B Degree * Masters Degree preferred Experience: 10 Years experience International experience Mergers and acquisitions Skills: * Proven management and leadership skills * Change agent * Critical thinking * Ability to foster teamwork and effectively manage conflict * Entrepreneurial and commercial thinking * Sound business acumen * Ability to translate strategy into tactical/operational plans * Sensitivity to diversity and applying intercultural intelligence * Advanced knowledge and understanding of practical impact of all relevant regulatory and statutory requirements * Advanced knowledge and understanding of Ma’aden codes, regulation, rules, procedures and processes * Advanced understanding of specific section's regulations, processes and procedures * Subject matter expert on the specific discipline * Competent in using applicable technology software and/or systems * Sound analytical, problem solving skills and decision making skills * Persuading, influencing and facilitation skills * Advanced understanding of fundamentals of business and the value chain * Effective verbal and writing communication skills * Coping with pressures and setbacks * Design thinking * Fluent business English * Sound emotional intelligence 4. KEY ACCOUNTABILITIES: Focus Area Get results through individual contributions Operational / Functional 1. Self & team consistently meets targets, due dates and quality standards (production, service, advice, etc.) 2. Achieve Quality targets by consistently reducing all non-value-adding work 3. Cost target achievement by consistently improving team productivity 4. All Plans and team objectives consistently executed and achieved in a safe working environment 5. Productivity target achievement 6. Achievement of Saudization targets * Manage all resources (people, money, equipment, etc) responsibly, ensuring safety and continuous compliance with requirements (cost, quality, due dates, targets) and alignment to enabling HR strategy * Manage contractors and outsourced service providers, and associated contracts * Develop the section budget, implement and manage (following approval) and ensure financial discipline amongst team members * Communicate and ensure that vision, values and business direction are embraced by the team * Performance management of team (facilitate frequent performance dialogue and take corrective action/give recognition) * Identify talent and develop personnel to ensure a competent work force and appropriate career development * Ensure proper talent management in area of responsibility * Communicate, facilitate and execute change and improvement effectively * Reports (fiscal, daily, monthly) * Responsible for the service quality * Ensures that self and team meet targets, due dates and quality standards * Consistently reduce all non-value-adding work * Delivering the compliance within the CoE plan * Identify and implement opportunities to facilitate and catalyse Saudization * Contribute to the OE Strategy Design Compensation and Benefits tactical plans aligning with overall OE and People strategy Responsible for managing a progressive and contemporary compensation, benefits and recognition program (Rewards) that provides motivation, incentives and rewards for driving business performance through aligning incentive/reward elements with culture, strategy, and operational imperatives Prepare necessary documentation and undertake presentation to the Compensation Committee Lead and develop the Rewards Framework at Ma'aden, in alignment with Ma'aden's Group-wide People Management and Remuneration Strategy Develop the framework which details the parameters with regards to Governance and statutory requirements Design, establish and deliver Corporate Remuneration Policies and practices in respect of reward related interventions at all levels including mechanisms to govern remuneration practices Management all executive rewards and deferred bonus schemes Oversees salary survey data submission and data analysis processes Oversee the drafting and submission of all statutory remuneration reports, group wide Determine the Remuneration Policy for Ma'aden Provide solutions to strategic or policy-related remuneration issues referred from both the internal HR and external business communities Standardise and benchmark policies around Remuneration in order to ensure that standardised execution across all Affiliates Ensure that self and team meet targets, due dates and quality standards Oversee development of Annual Performance Cycle Guidelines (including increments, promotions, bonus etc.) Oversee the calculation of bonus plans, annual review of plans as well as final calculations Draft and collate all documentation for Ma'aden remuneration committee packs in accordance with the Committee Terms of Reference and implement actions after approval was obtained Keep abreast with and recommended changes to remuneration and benefit policies due to changes in the legislation processes and review and recommend changes where required Responsible for the Ma'aden grading policy, process and the implementation of broad banding Integrate with Global Remuneration Executive and Manager International Rewards and Benefits to standardise remuneration policy and constructs where beneficial to Ma'aden Group. Obtain input on executive employment contracts and submit to remuneration committee for approval Monitor the effectiveness and efficiency of remuneration and benefits programmes, schemes, processes and policies and recommend modification to reduce costs, improve delivery, efficiency and relevance Allocate and monitor the utilisation of financial resources and capital expenditure according to objectives and budgets Annual review of Non-executive director fees and make recommendations to the board (for approval by shareholders) for any amendments Represent the Remuneration Fraternity on remuneration related governance forums to ensure standardised and quality delivery across Affiliates Consistently reduce all non-value-adding work and improve productivity Liaise with the Payroll Specialists to ensure smooth administration of the remuneration policies, processes and practices Leadership 1. Establish High performance in the team through Goal clarity and alignment of all team members (performance direction) 2. Drive Team performance and performance management through regular performance reviews and giving recognition where it was due; Always deal with performance issues in a proactive manner 3. Increase the Team skill level, succession and career progressions though by enabling the achievement of development objectives for one self and all team members 4. Change management and communication well communicated and effectively executed across the business 5. Quality diversity decisions on opportunity utilization (Employee Movements) 6. Creates a high performance culture and values driven environment (team motivation and wellness) by Improving engagement and enablement levels that results in high performance 7. Governance and legal compliance (audits and inspection) 8. work alignment and collaboration across boundaries (value chain) 9. Resources availability and optimization by ensuring that Cost effective resources are available for results delivery on a daily basis 10. Diverse succession pipeline planning and retention * Get results through empowering others to act * Enable team members to achieve competence for career progression * Coaching and development of own staff * Mentor * Avail staff for training and development required due to change initiatives * Avail staff for development opportunities (incl. rotation to other Affiliates; International assignments) * Ensures team motivation and team wellness * Lives company values and ensures compliance of team to the values * Apply new ideas and work methods and opportunities for improving business results through team engagement Relationships 1. Fully understand customer and supplier needs and ensure customer/partner service level agreements 2. Build effective working relationship with managers, peers, team members, customers and suppliers 3. Liaison with service and support functions/upstream – downstream interface management 4. Ensure knowledge transfer within own area of responsibility 5. Build effective networks (internal and external) to the benefit of the team 6. Use opportunities and appropriate communication tools to effectively communicate information to the team * Facilitate effective communication up and down from management and also within own and other stakeholder teams * Network and collaborate with service providers (e.g. Finance, SC, IT, Communications, etc) * Build and maintain sound relationships with consultants and external service providers * Identify and support inter-dependencies (synergies) with own and other departments within the value chain * Build and maintain sound networking with external professional bodies/forums * Ma'aden Senior Leadership * Remuneration Committee 5. COMPETENCIES: Technical/Functional Core competencies: People practices – Understanding the range of people practices needed to be an effective people professional Culture and behaviour – Understanding people's behaviour and creating the right organisation culture Business acumen – Understanding your organisation, the commercial context and the wider world of work Analytics and creating value – Understanding analytics and its use in creating insight and measuring value Digital working – Understanding the digital environment and how to apply technology in a people context Change – Understanding how to effectively enable change Policy, regulation and law relevant Specialist Competencies: Employee experience – Creating a holistic approach around engagement and well-being which enables workers to have a voice and be their best Employee relations – Ensuring the relationship between an organisation and its people is managed through transparent practices and relevant law Diversity and inclusion – Creating inclusive cultures where individuals can thrive Learning and development – Ensuring workers have the knowledge, skills and experience to fulfil individual and organisational needs and ambitions Organisation development and design – Using a systemic approach and application of behavioural science to drive organisation performance People analytics – Using analytics to inform organisation decision-making Resourcing – Identifying, attracting and assessing to get the right people for the organisation Reward – Creating remuneration and benefits approaches aligned to current and future organisation needs and market conditions Talent management – Maximising potential through talent identification, engagement and planning Leadership • Developing self and others • Lead digitalisation within the function • Change agent * Continuous improvement * Performance management process and system * General knowledge of people related policies, regulations and processes * Contribute to establish Ma'aden as 3rd pillar of KSA economy Safety • Safety advocate – anywhere and everywhere • Expert knowledge and application of HSE rules and procedures • Advanced knowledge of applicable HSE legislation and regulations and its practical implications • Concern for employees' wellbeing • Ability to foster a safety culture * Drive and facilitate Ma'aden Safety Culture Transformation Program