Senior Manager - Total Rewards | Group HR | Corporate Services

Job Requisition ID: 182031 About Al-Futtaim Established in the 1930s, Al-Futtaim is one of the most diversified and progressive privately held regional businesses, headquartered in Dubai. Operating across more than 20 countries, the Group spans automotive, financial services, real estate, retail and health. With more than 40,000 employees, Al-Futtaim represents over 200 of the world’s most recognised brands, including Toyota, Lexus, IKEA, ACE and Marks & Spencer. Driven by its purpose to enrich lives and elevate communities, Al-Futtaim focuses on digital innovation, AI, sustainable growth and strategic partnerships, creating long-term value for customers, communities and partners while building a responsible legacy for future generations. Overview Of The Role: The Senior Manager Total Rewards serves as the strategic lead for Total Rewards within the center of excellence of Al-Futtaim Group. This role focuses on translating group-wide reward frameworks into locally relevant practices that drive talent attraction, retention, and performance. The role involves overseeing divisional compensation, executing annual reward cycles, managing benefits and compliance, providing strategic TR advisory, and utilizing analytics for informed decision-making. Success in this role requires strong collaboration with HRBPs, business leaders, and the TR Transformation team, ensuring rewards strategies align with the divisional and group objectives. Key success factors include achieving audit compliance, maintaining pay equity, and ensuring internal stakeholder satisfaction. What You Will Do: Divisional Compensation Delivery - Apply and administer the Group-wide salary structures, grading frameworks, and pay ranges across the Divisions. - Manage divisional pay decisions, exceptions, and anomalies within approved governance. - Act as the first point of escalation for compensation queries from divisional HRBPs and business leaders. - Ensure internal equity with less than 5% anomalies annually. - Achieve positive feedback from HRBPs and business leads on reward guidance. Annual Reward Cycle Execution - Execute the end-to-end annual salary review, promotion, and bonus cycles. - Provide financial modelling, budget variance analysis, and scenario planning to support cycle decisions. - Ensure fairness, transparency, and timely delivery across all geographies using Group tools and processes. - Achieve 100% audit compliance on cycle outputs. - Deliver cycle reporting and dashboards within agreed SLAs. Benefits Administration & Local Compliance - Manage the annual renewal, vendor relationships, and day-to-day administration of employee benefits within divisions. - Implement benefit designs set by the TR Transformation function, adapting for local regulatory requirements. - Ensure 100% compliance with labour law across all operating countries. - Resolve benefit queries and escalations within agreed SLAs. - Achieve employee benefits satisfaction score of 80% in engagement surveys. Strategic TR Business Partnering - Serve as the primary Total Rewards advisor to HR and business leaders. - Provide expert guidance on reward implications of business decisions. - Ensure reward input is present in over 90% of material people-related decisions within divisions. - Participate actively in divisional workforce planning forums. - Deliver timely and accurate reward advisory on all structural changes. Divisional Reward Analytics & Reporting - Utilize analytics tools and data infrastructure to generate divisional insights on compensation effectiveness. - Deliver regular reporting to divisional HR and business leaders to inform decisions. - Complete pay equity and gender parity analyses biannually using Group tools. - Confirm dashboard adoption by divisional HR and business leadership. - Escalate data quality issues to TR Transformation within agreed timelines. Governance, Policy Adherence & Compliance - Ensure all reward activity operates within the Group-wide governance frameworks, reward policies, and compliance standards. - Support internal and external audits of divisional reward practices. - Flag policy gaps or local regulatory changes to the Transformation team. - Resolve audit findings within agreed SLA. - Achieve zero governance breaches on divisional reward decisions. HRIS Data Integrity & Process Adherence - Ensure all compensation and benefits data within HRIS systems is accurate, complete, and up to date. - Adhere to system processes and configurations established by the TR Transformation team. - Escalate system issues or data anomalies through the appropriate channel. - Maintain HRIS compensation data accuracy at over 98%. - Ensure all employee data changes are reflected in HRIS within agreed timelines. Required Skills To Be Successful: - Strong working knowledge of compensation structures, benefits administration, and pay cycle management. - Proficiency

Minimum 5-7 years of experience in Total Rewards or compensation management within large corporate environments; strong knowledge of compensation structures, benefits administration, and pay cycle management; demonstrated experience with governance, compliance, and analytics; ability to partner with HR and business leaders; experience in multi-country payroll and benefits administration preferred; Bachelor’s degree in HR, Finance, or related field; professional certification in total rewards or compensation (e.g., SPHR, SHRM-SCP, CEBS) preferred.

What You Will Do: Divisional Compensation Delivery - Apply and administer the Group-wide salary structures, grading frameworks, and pay ranges across the Automotive and Retail Divisions. - Manage divisional pay decisions, exceptions, and anomalies within approved governance. - Act as the first point of escalation for compensation queries from divisional HRBPs and business leaders. - Ensure internal equity with less than 5% anomalies annually. - Achieve positive feedback from HRBPs and business leads on reward guidance. Annual Reward Cycle Execution - Execute the end-to-end annual salary review, promotion, and bonus cycle for all Automotive and Retail employees. - Provide financial modelling, budget variance analysis, and scenario planning to support cycle decisions. - Ensure fairness, transparency, and timely delivery across all geographies using Group tools and processes. - Achieve 100% audit compliance on cycle outputs. - Deliver cycle reporting and dashboards within agreed SLAs. Benefits Administration & Local Compliance - Manage the annual renewal, vendor relationships, and day-to-day administration of employee benefits within divisions. - Implement benefit designs set by the TR Transformation function, adapting for local regulatory requirements. - Ensure 100% compliance with labour law across all operating countries. - Resolve benefit queries and escalations within agreed SLAs. - Achieve employee benefits satisfaction score of 80% in engagement surveys. Strategic TR Business Partnering - Serve as the primary Total Rewards advisor to Automotive and Retail HR and business leaders. - Provide expert guidance on reward implications of business decisions. - Ensure reward input is present in over 90% of material people-related decisions within both divisions. - Participate actively in divisional workforce planning forums. - Deliver timely and accurate reward advisory on all structural changes. Divisional Reward Analytics & Reporting - Utilize analytics tools and data infrastructure to generate divisional insights on compensation effectiveness. - Deliver regular reporting to divisional HR and business leaders to inform decisions. - Complete pay equity and gender parity analyses biannually using Group tools. - Confirm dashboard adoption by divisional HR and business leadership. - Escalate data quality issues to TR Transformation within agreed timelines. Governance, Policy Adherence & Compliance - Ensure all reward activity operates within the Group-wide governance frameworks, reward policies, and compliance standards. - Support internal and external audits of divisional reward practices. - Flag policy gaps or local regulatory changes to the Transformation team. - Resolve audit findings within agreed SLA. - Achieve zero governance breaches on divisional reward decisions. HRIS Data Integrity & Process Adherence - Ensure all compensation and benefits data within HRIS systems is accurate, complete, and up to date. - Adhere to system processes and configurations established by the TR Transformation team. - Escalate system issues or data anomalies through the appropriate channel. - Maintain HRIS compensation data accuracy at over 98%. - Ensure all employee data changes are reflected in HRIS within ag