Segu Mohamed

• To align Compensation Strategies with Organizational goals and values, to establish Compensation Practices as objective and fair and to attract, motivate and retain the ‘Top Talents’ in the Healthcare Market.
• To ensure the market competitiveness of the hospital compensation structure and ensure the internal equity of staff within the organization.
• Led Job Leveling & Grading Structure and Rewards Framework project with Willis Towers Watson for IMC.
• Develop and recommend enhancement in the Hospital Compensation Strategy in line with Corporate Strategy and to support Corporate Key Objectives
• Manage pay structure, grades, allowances and benefits for all defined job families (Physicians, Nursing, Allied and Admin)
• Recommend, forecast budget analysis, propose and obtain approval with the top management for the yearly merit increase plans for the different job categories in the organization.
• Analyze and review the Exit Questionnaire Forms of the staff, link the reasons of leaving into one of the compensation strategy pillar called ‘Reward & Recognition’ and propose incentive plans or changes in the merit increase plans to retain the best talents in the organization.
• Analyze and review the current benefit items in the organization and recommend new in order to retain the best talents.
• Manage compensation structures by internal job evaluation scheme by reviewing the job description and rank the jobs to appropriate pay grades that reflect the internal value of a job in the organization
• Manage promotions, salary increases, salary adjustments, activation and de-activation of allowances based job transfers, lateral staff movements as per compensation policies
• Administer survey participation with HAY & Willis Towers Watson. Lead data analysis, participate job mapping exercise and propose change measures based on survey findings
• Summarize and produce the market gap analysis report based on the survey results.
• Recommend salary adjustment of the staff in terms of Internal Equity and External Benchmark Analysis to sustain the compensation objective
• Design the pay grade of the new positions and propose the salary scale, by maintaining the current and new positions to ensure the fairness of the pay structure

Other Responsibilities:

Played vital role as HR Functional Consultant while ERP implementation in all HCM modules recruitment, payroll PMS etc (Oracle and Microsoft Dynamics)

In addition to the compensation and benefits, i have managed the OD team with the following responsibilities:

• While the organization went under the restructuring phase, we met all Chiefs and Department Heads to understand the current functions, services, skill mix of the existing staff to suggest the service redesign.
• Establish the new functional structures enabled the organizational efficiency and cost optimization strategic direction.
• Developed for all departments new structures, aligned the stakeholders and obtained the approval from top management.
• Collected the internal similar regions healthcare data to benchmark with hospital's existing workforce vs inpatient beds Identified gap presented to top management for decision making to help cost optimization project.