Manager Rewards & Governance

1. Job Purpose         

(Summarize why this job exists)

To facilitate the Engro group in strategizing & implementing cohesive Rewards, Recognition & Renumeration frameworks via benchmarking and driving top industry standards, practises & policies and recommending best initiatives to aid attraction and retention of quality talent while balancing business bottom-line

2. Key Accountabilities & Performance Indicators

(Maximum 12/14 accountability statements in the form of verb/noun/result area). This section should answer the question “What are the main areas in which this job must get results in order to achieve its Purpose. Check for a link between the items listed and the KPIs of the organization)

3. Budget Responsibility

 (Financial items which this position is accountable for or has a strong impact on. The money amount should be on an annual basis, rounded to nearest thousand, ten thousand, etc. Accountability for revenue and expenditure should be included)

*Number may change based on the business requirements and growth agenda. Please describe any other financial or money amount items that will help to understand the impact of this job. 

NOTES: For subordinate positions, please don’t include money amounts which are for the whole department, or for the supervisor / manager position.  If this position in fact does not approve budgets, or budget expenditure, or if this position does not have direct sales / revenue targets, then the above items should be blank.

4. Frameworks, Boundaries and Decision-Making Authority:

(Define the nature of policy/procedure/instruction constraints and the nature of reporting relationships with line manager as well as any relevant sign-off authorities)

1. Own Decisions (Types of decisions the incumbent can make)

1. Direct Reportees hiring and termination
2. Delegation of work
3. Executing Rewards portfolio
4. Planning and executing frameworks and initatives
5. Conducting compensation, salary and benefits benchmarking studies
6. Job Evaluations
7. Crafting People Division Organizational Design
8. Approving increments of team within compa-ratio limits

2. Types of decisions referred to higher authority or decisions which are controlled by policy

1. Approving recommended Rewards frameworks, policies and initiatives
2. Team promotions
3. Increments of reportees outside compa-ratio
4. Group-wide frameworks
5. Career Streams mapping
6. Approving consultatns/research budgets for studies and surveys

3. The review of the work expected from this position

1. Career Streams
2. Broad-banding
3. Organizational Design
4. Rewards policies, administration and frameworks
5. Market benchmaring salary surveys

4. What position(s) gives any further specific (formal) advice or guidance to this position

1. Subsidiaries Heads of HR
2. HRBP ECORP
3. CEO ECORP
4. Board People Committee

5. Communication and Working Relationships

(Describe the purpose and nature of the main internal and external contacts, excluding line manager and direct reports, which are necessary to perform the job)

1. Main internal stakeholders:

1. Finance - Coordinating on budget, SWB targets and planning
2. Heads of HR & HR Business Partner ECORP – Collaborating to gather data/input on challenges and solutions and give information on rollout and delivery of prodducts
3. Talent & Culture – Assess best practices on talent attraction and retention with TA and Employee Engagement teams
4. Employee Relations & HR Risk – liaison to evaluate potential risks and to attain approvals on product rollouts from HR risk, compliance, legal and audit perspective

2. Main external stakeholders:

1. 1. Consultants, Search Firms, Industry Benchmarking, Peer Groups – Gathering of data on salary, benefits and compensation and broadbanding

6. Key Challenges

(Briefly describe the most difficult and complex aspects, the main challenges of the Job and/or other significant features not covered elsewhere.)

1. Managing stakeholders expectations and alignment on executive compensation and Long-term Incentive Planning
2. Coherence in Rewards portfolio and frameworks to cater to diverse challenges of the conglomerate in the industry-heavy verticals
3. Creation of Engro as a market leader in attracting and retaining quality taent via developing attractive incentives and renumerations while managing budgetary limitations

7. Knowledge, Skills & Abilities, Experience [KSAE] required

(Describe the minimum level of Knowledge, Years of experience and Must-Have Leadership and Technical/Functional skills)

Skills / Abilities & Key Knowledge Areas

8. Experience & Education (& Technical Qualifications if applicable) 

* also mention any license, registration, or certification specifically required to achieve the outputs expected from this job