Compensation & Benefits Strategy
ellacoco
HR2018-2022GM.PPTX1
STRATEGY
| 2018 |
| Lack of Accountability Low Productivity Decreasing Employee Happiness Limited Career Opportunities Increasing Turnover Unpredictable manpower plan Non-optimized employment costs Outdated HR Policies Inefficient HR Processes Ineffective HR practices |
| 2022 |
| Readily available Candidates Future fit Talent Happy & Productive Workforce Inspirational & Autonomous Leadership Strategy enabled & Customer Centric Organization Optimized Human Capital Costs Efficient & Effective HR department |
| Priorities |
| Establish a Performance Culture Make a Strategic Workforce Plan Build a Talent Acquisition Strategy Develop a Talent Identification and Talent-to-Value linking Method Design a comprehensive Job and Career Framework Create competency based Development Programs Construct fit-for-purpose Total Reward Structures Groom Strategic Leadership Capability Align HR policies to Best Practices Optimize & Automate HR Processes |
2
2018 -2022 Journey
Autonomous Leadership and Self-Serving Organization
2020 - 2021
Embed & Progress
2019 - 2020
Automate & Build Capability
2018 - 2019
Develop Plans, Policies & Processes
3
2018 – 2019 Business Priorities
Finalize Company Restructure
Design a Job Evaluation & Level Framework
Construct Reward Structure and develop implementation plan
Start the Performance Culture Journey
Provide training in:
Meaning of Performance and 5-point Rating Scale
2-way feedback
“Healthy“ Performance Distribution
Setting SMART Objectives & Stretched Targets
Build Business Scorecards
Hold Calibration sessions
Implement New Performance Incentive Plan
Identify Value Creating roles and review Talent Fit and Comp Package
Review Leadership Competencies and Identify Functional Competencies
Analyze short-term Critical Competency Gap and start building Capability
Rewrite all HR policies
Develop a Talent Identification tool, map Talent, create Top Talent action plan
4
2018 – 2019 HR Priorities
Map and optimize our Processes
From Hire to Retire
Manpower planning and budgeting
Restructure HR Department
Centers of Expertise
Business Partners
HR Operations / Shared Services
HR service desk
Identify Projects & Initiatives, assign owners, and develop action plan
Develop Automation plan and start building
Hire to Retire
Manpower planning and budgeting
Self-Service & HR service desk
Blue Collar (time & attendance, overtime, leave, etc.)
Performance Management
Talent Management
Compensation Management
Build a plan to centralize HR Operations from units
Start building HR capability by involving them in projects, initiatives and training
5
HR Key Accountabilities
| Strategic |
| Purpose: To bring Thought Leadership, set HR Strategy, build Platforms & Processes, and develop Capability Centers of Expertise: Talent Sourcing & Acquisition Performance & Talent Management Talent Development & Training Compensation & Benefits |
| Operations |
| Purpose: To provide Administrative, Reporting, Analytics, and System support to HR, responsible for on- & off- boarding and Query Resolution of Employees HR Shared Services and Service Desk: HR Enabler Employee Support |
| Tactical |
| Purpose: To provide Business Context into Strategy/Platforms/Processes and implement them into the Business, facilitate Annual Processes, and provide Advisory Services to Employees, Managers, and Functions/Businesses HR Business Partners: HR Strategy Enabler and Process Facilitator Functional / Business Enabler and Advisor Employee Advisor |
End State – Functional Charters for HR
| Total Rewards (CoE) | Performance, Talent Management & Development (CoE) | Strategic Sourcing & Talent Acquisition (CoE) | HR Business Partner | HR Operations |
| Job Evaluation & Levelling Executive Compensation Compensation Incentives Benefits Insurance Recognition Health & Wellness Manpower Budget Policy Design Vendor Management | Performance Management Talent & Leadership Strategy Talent Identification and Career Planning Succession Planning and Pipeline Management Competencies Design & Assessment Development Needs Analysis & Plan Leadership & Competency Development Program Design Skill Training Design/Management E-learning Course Design/Management Graduate Development Program Policy Design Vendor Management | Strategic Workforce Planning Employee Value Proposition Strategic Sourcing Total resourcing / Workforce Management Talent Pipeline / Pool Management Campus / Experienced Hiring Internal / External Hiring Executive hire Policy Design Vendor Management | Organization Design Organization Performance & Effectiveness Work Environment & Employee Engagement Manpower Planning & Budgeting Annual Process Management (Performance, Talent, Compensation, etc.) People & Position Management (Promotions, Transfers, etc.) Employee Relations Disciplinary Activities | Employee Query Resolution On & Off Boarding (incl. Visa) Management HR admin support (employee letters) HRIS Input & Maintenance HR Data Reporting & Analytics Payroll Input Policy Maintenance & Updates* |
6
As-Is Organization Structure
As-Is Organization Structure – Human Resource (HR) Department
HR Department Manager
Head of HR Planning
Talent Management Specialist
HR Policies & Procedures Specialist
Admin Assistant
HR Planning & Admin
Quality & Development Supervisor
Org. Development
Training Supervisor
Training Specialist
Training Admin
Head of Employee Relations
Head of Recruitment
HR Dept. Assistant Manager
Head of Training
Org. Development Sr. Specialist
Sr. Recruitment Admin
Recruitment Admin
PRO
Data Entry
Sr. ER Admin
ER Amin
7
Phase 1 - To-Be Organization Structure
Head of HR
Total Rewards
Strategic Sourcing & Talent Acquisition
To – Be Organization Structure – Human Resources – Phase 1
HR Operations
HQ HRBP & Head of Support Services (On-Site)
Performance, Talent Management & Development
Timeline to implement Phase 1 (provided processes and technology are optimized): 3-6 Months
1
1
1
1
1
1
1
1
1
1
Senior HR Admin Officer
PRO- ER
HR Policies and Procedures Specialist
2
3
3
4
1
1
HRIS/Data Analyst
2
0
Senior Recruitment Officer
Manpower Planning Specialist
Performance Management Specialist
Compensation & Benefits Specialist
1
1
1
1
1
1
Learning & Development Specialist
Performance & Talent Analyst
1
1
1
1
This function can eventually be outsourced once the HR Shared Service Center is running as per determined efficiency standards
HR Business Partner
Talent Management Specialist
1
0
Compensation & Benefits
Analyst
Current FTEs: 31
FTEs based on Workload Analysis*: 31
FTEs recommended by Dept. Mgr.: 31
Performance & Talent Coordinator
1
1
1
1
1
0
2
2
1
1
Recruitment Officer
2
3
HR Admin Officer
4
5
Current FTEs
Recommended FTEs
8
Phase 2 - To-Be Organization Structure
Head of HR
Total Rewards
Strategic Sourcing & Talent Acquisition
To – Be Organization Structure – Human Resources – Phase 2
Shared Services
HQ HRBP &
Head of Business Partnering
(On-Site)
Performance, Talent Management & Development
Timeline to implement Phase 2 (provided right capabilities are developed, processes and technology are optimized, and locations set-up): 12-18 Months
9
