Ad Ports Group
Manager Compensation & Benefit - HC&E
- Permanent
- Abu Dhabi, United Arab Emirates
- Experience 5 - 10 yrs
Job expiry date: 19/04/2026
Job overview
Date posted
05/03/2026
Location
Abu Dhabi, United Arab Emirates
Salary
AED 20,000 - 30,000 per month
Compensation
Job description
The Manager Compensation & Benefit - HC&E is responsible for leading the global total rewards framework to ensure market competitiveness, internal equity, and alignment with AD Ports Groupās strategy. The role manages external HR advisory firms for salary benchmarking, compensation structure reviews, and competitive market analysis, while overseeing compensation cycle management including salary reviews, bonus allocations, and incentive planning. The position advises HR and business leaders on compensation strategies to attract, retain, and motivate top talent and establishes and leads the Group's global compensation and benefits philosophy, strategies, and programs. Core responsibilities include developing and implementing global total rewards frameworks and policies aligned with best practices, analyzing global compensation trends and regulatory changes to refine pay structures, providing insights on pay positioning, salary bands, and total rewards structures, and designing and managing short-term and long-term incentive plans. The role oversees the annual salary review and bonus cycle processes, leads job evaluation for new and existing roles based on AD Ports Group grading system and HAY Guide Chart Profile Method, and liaises with Recruitment to evaluate compensation structures and develop competitive benefits programs. It delivers reports to leadership and the Remuneration Committee with recommendations on policy updates and benefits modifications, manages compensation-related policies ensuring compliance with AD Ports Group legislation, negotiates benefit plans with external vendors, conducts benchmarking and market research on salaries and benefits, and designs salary scales for new businesses, countries, or regions. The role also designs the global mobility policy to support international assignments and relocations, controls and reviews implementation of compensation and benefits strategies, conducts knowledge sessions and HR training, ensures confidential handling of employee inquiries, provides leadership and supervision to the team, participates in recruitment and organizational restructuring, reviews and redesigns global compensation strategy aligned to business targets, simplifies pay practices and policies, and proposes a global Total Compensations Model encompassing Compensation, Benefits, Work/lifestyle and Development/Career Compensations within HR Management budget. The role requires a Bachelorās degree in Human Resources, Business Administration or related field, with Masterās degree preferred, and essential certifications including Global Remuneration Professional (GRP) and Korn Ferry Job Evaluation Methodology (JE).
Required skills
Key responsibilities
- Develop and implement the global total rewards framework and related compensation and benefits policies, ensuring full alignment with AD Ports Groupās strategy, maintaining internal equity and market competitiveness, embedding best practices, and establishing the Groupās global compensation and benefits philosophy, strategies, and programs across all entities and regions.
- Manage external HR advisory firms to conduct salary benchmarking, compensation structure reviews, and competitive market analysis, interpret global compensation trends and regulatory changes, refine pay positioning and salary bands, and ensure that total rewards structures remain competitive and compliant with applicable legislation.
- Oversee the full compensation cycle management process including annual salary reviews, bonus allocations, and incentive planning, design and administer short-term and long-term incentive plans, align reward outcomes with performance results and business objectives, and ensure structured governance of compensation decisions.
- Lead the job evaluation process for new and existing roles using AD Ports Group grading system and HAY Guide Chart Profile Method, ensure consistency and fairness in grading outcomes, and integrate Korn Ferry Job Evaluation Methodology (JE) principles into compensation structure design and internal equity assessments.
- Design and implement new salary scales for new businesses, countries, or regions, ensuring alignment with the global compensation strategy, conduct benchmarking exercises and market research on salaries and benefits, and propose structured implementation plans supported by analytical reports to leadership and the Remuneration Committee.
- Establish and manage the global mobility policy to support international assignments and relocations, negotiate benefit plans with external vendors, propose new benefit programs, and control and review the implementation of compensation and benefits strategies to ensure correct and effective application across the organization.
- Provide advisory support to HR and business leaders on compensation strategies to attract, retain, and motivate top talent, collaborate with the Recruitment Team to evaluate compensation structures and develop competitive benefits programs, and deliver detailed reports and recommendations on policy updates and benefits modifications.
- Lead people management and strategic initiatives by ensuring effective and confidential handling of employee inquiries regarding compensation and benefits, providing leadership and supervision to the team, participating in recruitment and organizational restructuring, reviewing and redesigning global compensation strategy and pay practices, simplifying policies, and proposing a global Total Compensations Model encompassing Compensation, Benefits, Work/lifestyle and Development/Career Compensations within the HR Management budget.
Experience & skills
- Hold a Bachelorās degree in Human Resources, Business Administration or a related field with Masterās degree considered a plus, demonstrating formal academic grounding in compensation, business administration and human capital management principles relevant to global total rewards design.
- Possess essential professional certifications including Global Remuneration Professional (GRP) and Korn Ferry Job Evaluation Methodology (JE), with demonstrated application of HAY Guide Chart Profile Method and job evaluation frameworks in compensation structure development and grading system implementation.
- Demonstrate strong expertise in developing and implementing a global total rewards framework, including compensation strategy design, salary benchmarking, compensation structure reviews, pay positioning analysis, salary bands design, and total rewards model development aligned with corporate strategy.
- Exhibit hands-on experience in compensation cycle management covering salary reviews, bonus allocations, incentive planning, and the design and administration of short-term and long-term incentive plans linked to performance outcomes and business targets.
- Show proven capability in conducting market analysis and benchmarking exercises, analyzing global compensation trends and regulatory changes, ensuring legislation compliance, and preparing structured reports and recommendations for senior leadership and the Remuneration Committee.
- Demonstrate experience in benefits program design, negotiation with external vendors, management of service providers, and implementation of competitive benefit plans including global mobility policy to support international assignments and relocations.
- Exhibit strong knowledge of compensation-related policies and procedures, ability to review and simplify global pay practices, redesign compensation strategy based on overall business targets, and ensure effective control and implementation of compensation and benefits strategies across multiple regions.
- Demonstrate capability to lead and supervise a team, provide training and knowledge sessions on compensation and benefits topics, support recruitment and organizational restructuring initiatives, maintain confidentiality in employee compensation matters, and align compensation processes with HR Management budget constraints and organizational objectives.