مدير التعويضات والمزايا

The Manager - Compensation & Benefits, will be responsible for owning the delivery and continuous improvement of AD Ports Group's compensation and benefits programs and policies. This role will translate Group direction into consistent, commercially sound reward practices, ensuring alignment with company objectives. The successful candidate will play a crucial role in shaping and implementing reward strategies that attract, motivate, and retain top talent, contributing to the overall success of AD Ports Group.

Responsibilities

Core Responsibilities:

• Own delivery of the compensation and benefits roadmap, translating Group reward principles into programs, policies and implementation plans, and bring improvement proposals to the Director.

• Oversee job evaluation and grading governance, including complex and escalated cases, ensuring consistency with the AD Ports Group grading policy and the Korn Ferry Hay Guide Chart Profile Method.

• Lead or coordinate the harmonization of compensation and benefits policies and structures across clusters and countries, defining the workplan, governance, stakeholder decisions, exceptions and rollout.

• Set the market benchmarking approach and priorities with external consultants (i.e. Korn Ferry, Mercer, WTW), interpret results, challenge recommendations, assess affordability and lead stakeholder decisions.

• Own the review and implementation of salary structures, pay principles and pay-positioning recommendations within approved governance, escalating material policy or budget decisions for approval.

• Plan and coordinate the annual merit review cycle, aligning HR stakeholders, monitoring governance and budget, resolving escalations and reporting outcomes.

• Coordinate the design, review and implementation of short- and long-term incentive plans (STIP/LTIP) with the Performance team and relevant stakeholders, assessing governance and business alignment.

• Ensure compensation and benefits programs and policies (i.e. Compensation, Leave, Education, Insurance, Job Evaluation) incorporate local legal requirements, coordinating specialist advice and escalating material compliance risks.

• Prepare or coordinate decision papers and recommendations for executive remuneration and the Remuneration Committee where within the remit, supporting governance and escalation.

• Manage external vendors (i.e. Korn Ferry, Mercer, Health & Life Insurance providers, ECA International) to negotiate benefit plans and propose new programs, and maintain compensation and benefits data and reporting to HR Management.

People Management Responsibilities:

• Ensure employee inquiries about compensation and benefits are answered effectively and efficiently while maintaining confidentiality.

• Provide guidance, supervision and technical direction to the Compensation & Benefits team, setting clear expectations and creating a culture of accountability.

• Participate in the recruitment process and organizational restructuring efforts to bring in individuals with the right skill sets and cultural fit for the team.

Strategic Responsibilities:

• Contribute to the Group compensation and benefits strategy and operationalize it across the assigned remit, in alignment with the Director and Group leadership.

• Lead defined policy reviews, harmonization work and improvement initiatives to simplify pay practices and policies.

• Balance global reward principles with local market competitiveness, affordability and local legal requirements across clusters and countries.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration or a related field.

• Demonstrated experience in compensation and benefits, including program/policy delivery and stakeholder coordination.

• Experience overseeing or handling job evaluation and grading using the Korn Ferry Hay Guide Chart Profile Method.

• Ability to coordinate compensation and benefits across multiple countries and clusters, balancing global consistency with local market needs.

• Strong analytical and modeling skills, with the ability to interpret cost, pay-positioning and program impacts and present options for decision-making.

• Knowledge of applicable HR laws and regulations across multiple countries, with the ability to coordinate local compliance.