Reward Manager

Job description / Role

About CBD

Operating in the UAE for over 50 years, CBD manages the financial requirements of some of the largest corporates and businesses operating in the country, driving the UAE economy. Over the years, CBD has transformed into a progressive and modern banking institution winning multiple awards for its digital initiatives, credit cards, bank accounts, mobile app features and services.

CBD has been recognized as the number one bank in the UAE on the Forbes list of The World's Best Banks 2022.

As we continue to build upon our successes, we are looking for ambitious individuals who are passionate about the banking and finance industry and the markets in which CBD operates. Just as important to us is your ability to demonstrate a talent for dealing with people - your colleagues and our customers - and delivering service that really goes the extra mile.

Reward

• Manages participation and market benchmarking exercises with leading survey providers.
• Build networks with HR consultants and HR management in other banks in the region to share data and seek clarification on practices. Conducts own surveys and participates in surveys conducted by other banks.
• Monthly tracking of the staff cost budget against finance target budgets, reviewing and improving existing tools. Prepares staff cost forecasts. Works closely with the Head of Performance and Reward, HR Strategy team and Group Heads to realize efficiencies from organization structure reviews.
• Monthly, quarterly and annual regulatory reporting (especially BRFs).
• Manages manpower planning end to end.
• Participates in the job evaluation process for the bank and ensures job descriptions exist across the bank.
• Participates in the design, implementation and governance of reward products, like reward policy, LTIP, STI, cash bonus, etc., and supporting analytical tools.
• Reviews all short-term bank-wide sales incentive plans and makes recommendations for any changes in the design of the plans.
• Reviews and recommends the salary package for new hires for the outside pre-approved ranges and unbudgeted roles.
• Develops the proposals for the bank-wide increments and promotions, annual bonus, retention plan proposals, etc.
• Manages the end-to-end modeling of increments and promotions, bonus distribution and other reward-related processes. Also ensures the accuracy of the benefits payment calculations, in line with the bank-wide promotions or bank-wide annual payout.
• Supports the development of information packs for REMCO.

Performance Management

• Manages all the analytics linked to the bank-wide performance management process.
• Establishes key matrices to define the competencies and skills required for each role within the bank along with the individual performance mapping to set up the KPI framework.
• Ensures the performance management cycles are conducted in a timely and effective manner.

HR Projects & Recognition

• Part of "ad-hoc" performance and reward projects as and when required.

Qualifications

• Bachelor's degree or equivalent.
• Expert knowledge of HR processes and procedures.
• Knowledge of HRMS, preferably Oracle Fusion HCM.
• Implementation of end-to-end activities of the bank's recognition programs, including process, approvals and communication. This includes periodical review of the program, efficiency and streamlining the processes.

Experience

• Overall, 7-10 years of experience in the performance and reward function.
• Advanced PowerBI skills.
• Good standard of written and spoken English.
• Must have successfully completed other HR/reward related trainings.

About the Company

In 1969, when we at Commercial Bank of Dubai started out little did we know that sheer grit and determination would get us where we are today. An Emiri Decree issued by His Highness the Late Sheikh Rashid Bin Saeed Al Maktoum, the founder of modern Dubai, laid the cornerstone of Commercial Bank of Dubai. We started out as a joint venture of Commerzbank, Chase Manhattan Bank and Commercial Bank of Kuwait. A minority stake was held by a few UAE businessmen.

By 1982, little more than a decade later, we evolved into a National Public Shareholding company. A feat complimented by an exponential increase in the capital base and mammoth restructuring of our operations. The feather in the cap came when the Government of Dubai became a key shareholder.

Over the decades, we have transformed ourselves into a progressive and modern banking institution. We are supported by a sturdy financial base and reigned by a strong and stable management. The proof of which lies with our customers who have stood by us over the years.