To improve the skills of leaders, the engagement of employees and the delivery of a progressive performance culture in Sanofi through driving best practice in the initiation and implementation of contemporary Performance and Reward policies in the Greater Gulf MCO, taking into account local specificities.
KEY RESULTS/ACCOUNTABILITIES
Performance and Recognition and Compensation Cycle
Project manages the annual performance and recognition cycle, setting a local timescale for the end-to-end process to ensure on time completion and the correct level of quality. Trains managers in Sanofi s compensation principles and use of tools for performance management and compensation reviews. Communicates results and process learnings gained from leaders and business partners and provides feedback to Regional management
Job Evaluation and Grading
• Develops and maintains in-depth knowledge in order to be the key local expert on Sanofi s global grading system, global job catalogue and other associated tools. Prepares and maintains the local offer generation tool. Undertakes evaluation of new roles in order to assign a job grade. Defines the principles and process for managing job grades for roles outside of the scope of global grading. Trains managers and educates employees in Sanofi s grading system principles and mechanics.
Compensation Benchmarking and Proposals
• Undertakes compensation benchmarking through participation in external salary and benefits surveys
• Advise HRBP s and managers on non-standard compensation proposals
• Models financial impact of salary and allowances increments for budget purposes
Core Benefits Management
End to end management of the annual medical insurance plan renewal and service delivery, including:
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