Compensation, benefit and Rewarding system

specialist

Job title: Compensation, benefit and Job code: 2-0003 Prepared by: ………………………
Rewarding system specialist
Department: HR Occupation: Admin Date: / /
Reporting to: C & B Manager Job value: ……….. Approved by: ………………………
Job category: middle level. Job grade: 8 Date: / /
Working hours: from 08:00 Am to 04:00 pm

Summary:
Providing the employees high level of service and assure the implementation of the organization’s compensation
and rewarding policies and assure the update of those policies and communicate it through organization.

Scope and effect:

This position is responsible for increasing the retention rate of the organization keeping its own calipers and
assuring the high employees’ satisfaction and the alignment with the market up to date benchmarks.

Duties and Responsibilities

Key Responsibilities:
 Developing pay structure and align it with the up to date benchmarks and evaluate all the job
position (100%) yearly to assure this alignment.
 Develop and modify the rewarding system to reach 90% of the total employment agrees and
satisfied using the employee survey tool.
 Assuring the reflection of the compensation and rewarding system on the work environment to:

1. Maximize the retention rate up to 95% or to minimize the turnover rate to 5%.
2. Maximize the employee satisfaction rate to 90%.
3. Minimize the absenteeism to reach the average of 3 days yearly.
Key Duties:
 Define a fair, equitable and competitive total compensation package that fits and is aligned to
our company’s strategy and business goals
 Develop a consistent compensation philosophy in line with work culture and organizational
objectives
 Ensure that compensation practices are in compliance with current legislation (pay equity,
human rights, etc)
 Use various methods and techniques and make data based decisions on direct financial, indirect
financial and non-financial compensations
 Assess employees needs by conducting organizational psychology surveys to find out what
motivates and engages employees
 Prepare job descriptions, job analysis, job evaluations and job classifications
 Participate in salary and labor market surveys to determine prevailing pay rates and benefits
 Differentiate pay systems to invest in the segments of workforce that contribute the most value

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  Deploy effective communication strategies and success metrics
 Conduct ongoing research into emerging trends, issues and best practices
 Conduct periodic audits and prepare reports

Job complexity:
 The job has a moderate complexity as there is some situation the employee should resolve
himself and take on spot actions which needs a lot of accuracy and effective judgment, also the
employee in this position is dealing with both sides of the transaction and should be fair and
following the procedures without leaving any negative effect on the organization or on the
employee.

Guide lines:
 Some guide lines are available indicating deadlines and how to deal with the employees (HRM –
organization policies) but also depends on the personal attitude and the situation itself.

Supervisory control:
This position has no supervisory control as there is no employees work under its direct supervision but
reports to the compensation and benefit manager.

Internal and external contacts:

Contact person Contact frequency Means of contact Purpose of contact
Approvals – regulation-
Compensation & Mail – phone- direct policies indications –
Daily – permanent
Benefit manager contact handling employees’
complain
All employees at all handling employees’
Daily - Permanent Mail – direct contact
levels complain
Third party Mail – phone – direct
Annually Surveys – benchmarks
consultancies contact

Work environment:
This job is usually working casual office environment, under the normal and comfortable environment,
responding to e mails and phone calls. This position is working only on day shift bases.

Tools and equipment awareness:

P.C – internet surfing.

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 Job specifications

Work background And experience:

 From 2 to 4 years of experience in the same field.
Educational requirements:
 Bachelor’s degree with strong academic performance or work equivalent experience.
 Professional certificate in Compensation and Benefit is an advantage.
Skills requirements:
 High level of communication.
 Negotiation skills.
 Handling complains.
 Quick and effective reactions
 Report writing.
 Working under pressures.
Training requirements:
 How to solve problems course.
 Communication skills.
 Negotiation skills.
 Comp & Ben training.

Physical demand:
The employee is occasionally required to carry documents and paper work with maximum 3 kilos. But
usually uses the office environment which not includes high physical demand.

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 HR Manager

Comp & Ben Mgr.

Comp & Rewarding

Specialist

weight of Final
S KRAs KPIs Target Actual Score
KPIs Score

Evaluate all the job position (100%)

1 Developing Pay Structure yearly to assure in compliance with 25 100% 95% 95 23.75
current legislation

Number of employee agree and

2 Developing Rewarding satisfied with the current
25 90 95 105 25
System rewarding system (90 Employee
out of 100).

Maximize retention rate 20 95% 94% 99 19.8

Reflection of
Maximize employee satisfaction
3 Compensation system on 20 90 96 107 20
the work environment
rate (90 employee out of 100)

Minimize absenteeism annual rate 10 3 4 75 7.5

Total 100 96

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 KQIs Calculations

 Developing Pay Structure.

Actual Number of positions evaluated
Rate of job position Evaluated= 𝐴𝑐𝑡𝑢𝑎𝑙 % = 𝑡𝑎𝑟𝑔𝑒𝑡 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 𝑒𝑣𝑎𝑙𝑢𝑎𝑡𝑒𝑑 𝑝𝑜𝑠𝑖𝑡𝑖𝑜𝑛𝑠 ×100
Final Score= 𝑆𝑐𝑜𝑟𝑒 % × 𝑊𝑒𝑖𝑔ℎ𝑡 𝑜𝑓 𝐾𝑃𝐼
 Developing Rewarding System.
Actual Number of Employees agree
Rate of job position Evaluated= 𝑎𝑐𝑡𝑢𝑎𝑙 % = 𝑡𝑎𝑟𝑔𝑒𝑡 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑎𝑔𝑟𝑒𝑒 ×100
 Reflection of compensation on work environment.
Number of employees retained
Minimize Retention rate = 𝑎𝑐𝑡𝑢𝑎𝑙 % =
𝑇𝑜𝑡𝑎𝑙 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒𝑠 ×100
Actual Number of Employees agree
Employee satisfaction rate = 𝑎𝑐𝑡𝑢𝑎𝑙 % =
𝑡𝑜𝑡𝑎𝑙 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒𝑠 ×100
Total number of absenteeism of all employee
Employee absenteeism rate = 𝑎𝑐𝑡𝑢𝑎𝑙 = 𝑡𝑜𝑡𝑎𝑙 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒𝑠

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