Role Purpose

Oversees the development, implementation and managing the Total Rewards Strategy for NEOM. Responsible for ensuring that rewards programs are comprehensive and enable the organization to attract, motivate, and retain employees while aligning with the organization's goals and objectives. Works with senior leadership, HR Departments, other internal and external stakeholders in ensuring that NEOM reward strategy is effective and competitively elevates the Employee Value Proposition.

Key Responsibilities

Strategy and Planning

• Lead the development of comprehensive and competitive total reward strategies. 
• Prepare NEOM’s total reward budget in collaboration with Finance and other stakeholders.
• Conduct regular market benchmarking on all aspects of reward and ensure any recommendations are supported by strong market data. 
• Design the framework NEOM’s Employee Value Proposition (EVP).

Compensation Management

• Develop and implement robust reward programs that align with NEOM’s overall strategic objectives covering all aspects of compensation: Base Pay, Variable Pay and Incentive Plans. 
• Implement reward programs that are equitable and in alignment with NEOM goals and market trends. 
• Conduct annual salary reviews, uplift, merit increases, and bonuses. 
• Conduct regular analysis and benchmarking of compensation programs to ensure competitiveness and cost-effectiveness: propose and justify any recommendations to be adopted.
• Differentiate pay systems to invest in the segments of workforce that contribute the most value.
• Provide guidance and support to HR teams and managers on compensation and benefits matters, including salary recommendations, job evaluations, and total rewards communication.
• Advise on executive compensation hiring and contract renewals.
• Lead the design and manage the implementation of STI, bonus deferrals, LTI schemes.
• Lead the design and manage the implementation of Flexible Benefits 

Nominations and Remuneration Committee (NRC)

• Prepare all employee reward-related materials for NEOM NRCs. Document approvals and lead the implementation on any resolutions made. 

Recognition Programs

• Design and implement recognition programs that reinforce NEOM’s desired behaviors, foster employee engagement and enhance employee morale.
• Design the framework and guidelines of NEOM’s Long Service Awards. 

Benefits Management

• Design and manage employee benefits programs including health and wellness, retirement plans, insurance and other benefits. 

Organizational Design

• Lead the design and implementation of an efficient organization structure for NEOM. 
• Propose changes to the structure for more efficiency and to support the changing needs of the business. 
• Ensure clarity on, job roles, job descriptions, reporting structures and management of workflows. 

Performance Management

• Develop and implement performance management practices that support a performance driven culture.
• Ascertain that the performance management approach demonstrably recognizes employee contributions. 
• Provide guidance to HR and business leadership on managing performance that has not met expectations.  

Policy, Governance and Compliance

• Ensure rewards practices comply with current KSA Labor Law (pay equity, human rights, etc.)
• Stay updated on relevant legislation and regulations related to compensation and benefits, ensuring compliance and appropriate governance. 

Knowledge Skills and Experience

• Min 10+ years of relevant experience in Total Reward. 
• Ability to work with limited supervision.
• Strong writing, analytical skills, and organizational skills
• To manage records and data and meet deadlines.
• Advanced data skills and experience with excel and SAP.
• Sound knowledge of KSA labor laws regulating compensation and privacy standards.
• Strong analytical (modeling, regression analysis, etc.) and financial skills with the ability to analyze data, evaluate programs, and make data-driven recommendations.
• Ability to collaborate with senior leaders, department heads, and other key stakeholders to gain buy-in and support and build relationships to facilitate successful implementation.

Qualifications    

•    Bachelor's Degree in Human Resources and CIPD or S/PHR, SHRM-CP, SHRM-SCP, CCP, CEBS certifications are a plus.