Supervisor, Compensation & Benefits in AL-AYUNI

About the AL-AYUNI Investment and Contracting Company

AL-AYUNI, Since 2006, Saudi Arabia has honoured AL-AYUNI Investment and Contracting Company (AICC) as a “First Class” contractor. Roads and Bridges, Railway, Building, Equipment O&M, Education, Information Technology, Marble and Mining, Pre Cast manufacturing, Water & Power, Gas, Real Estate, Automotive, and Manpower services are some of the business lines in which AL-AYUNI operates.

About the job

To supervise and administer Compensation & Benefits activities within Saudi labor law and set HC policies, procedures and processes.

 Daily Operations

• Assist in identifying opportunities for continuous process and practice improvement, taking into account “best practice,” business process improvement, cost reduction, and productivity improvement.
• Monitor day-to-day operations related to own job to ensure continuity of work.
• Support the creation of accurate and timely reports in accordance with business standards, policies, and regulations.

Compensation and Benefits

• Create, implement, and oversee programmes for wage classification and compensation.
• Analyse benefits and compensation within the organization.
• Create occupational classifications, job evaluations, and salary scales.
• Forecast budget for salary increases.
• Oversee pension and savings plans.
• Supervise competitive analysis, merit increases, and salary structure.
• legal counsel employees on salary increase requests; and advise them on employment laws, collective bargaining agreements, benefits and compensation policies, personnel procedures, and classification programmes.

C&B IT Systems

• By developing/improving HCM IT systems and analytical tools, support the conversion of HCM needs into technical specifications.
• Oversee the updating of all C&B documentation within the HCM IT system.

People Supervisory & Development

• Supervise and assess workers’ performance by giving them ongoing feedback on the tasks they are assigned, and offer opportunities for professional growth to unlock employees’ full potential and engagement.
• Manage the talent pipeline by making efficient use of career planning, succession planning, employee development programs, and guidance programs.
• Oversee staff changes by implementing ongoing system, process, and practice improvements that consider best practices, standards modifications, and business environment changes that demand proactive action plans.

Self-Management

• In consultation with the reporting manager, establish performance goals at the beginning of the year, and make sure they are documented and met throughout.
• Assume responsibility for your own learning agenda by determining your own areas of growth in collaboration with the reporting manager and attempting to close any gaps through non-training methods.
• Recognize the competencies necessary for the position and make an effort to successfully demonstrate and develop them.
• Maintain current information of pertinent professional advancements, innovative techniques, and contemporary concerns by ongoing education and professional connections.
• Taking care of any extra work necessary for the business.