JOB DESCRIPTION & SUMMARY

Firm Overview
At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We’re a network of firms in 152 countries with more than 328,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.
Established in the region for over 40 years, PwC Middle East employs over 10,000 people across 12 countries: Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Oman, Qatar, Saudi Arabia, Palestine and the United Arab Emirates. Complementing our depth of industry expertise and breadth of skills is our sound knowledge of local business environments across the Middle East region. Our tailored solutions help our clients meet the challenges and opportunities of doing business in the Middle East market, and beyond.
Line of Service and Overview
Internal Firm Services (IFS)
IFS is a network of specialist support professionals, which includes Clients & Markets, Finance, Human Capital, Marketing & Communications, Office Management, Risk & Quality, Technology, to name but a few. Each function plays a vital role in making sure we have all the right resources, services and technology across our business.
Function and Overview
Human Capital (HC)
A career in our Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You’ll focus on helping drive the Firm’s people strategy, creating a unique people experience for each individual, and supporting our Firm-wide values by working with the core competencies that measure and drive individual and Firm-wide success in the marketplace. Our Human Resources teams support initiatives and programmes including, customer support, business operations, data and analytics, technology systems, recruitment services and on-boarding, workforce mobility, contingent workforce, and people and programmes support.
Sub-Function and Overview
Rewards & Compensation
Our Rewards and Compensation team plays an important role in supporting the attraction, engagement, and retention of key talent for the Firm. As part of the team, you’ll help develop and administer our total rewards programme by focusing on areas such as competitive benchmarking, tax and regulatory compliance, and incentive design and linkage to performance management.

JOB SUMMARY:

The Rewards Lead is a strategic role responsible for shaping and leading the reward strategy of an organization. Their primary focus is to attract, retain, engage, and motivate employees through effective compensation and benefits programs. As a Rewards Lead, you’ll collaborate with business leaders and HR teams to ensure that total reward processes align with the company’s goals and talent strategies.

REQUIRED SKILLS & COMPETENCIES:

• Analytics Translation : Ability to translate data and analytics into actionable insights for rewards decisions.
• Benefits and Rewards : Proficiency in designing and managing benefits programs.
• Business Advisory/Partnering/Generalist : Collaborate with business leaders to provide strategic advice on rewards matters.
• Compensation Development : Expertise in developing competitive compensation structures.
• Coaching and Leadership : Ability to coach and lead a team of rewards professionals.
• Employee Relations : Understand employee needs and address reward-related concerns.
• Strategic Thinking : Set direction for rewards programs aligned with organizational goals.

REQUIRED LANGUAGE SKILLS:

• Proficiency in the English language
• Professional Working Proficiency in Arabic is an added advantage

MINIMUM EDUCATION AND QUALIFICATION(S):

• Bachelor’s or Master’s Degree: A degree in business, human resources (HR), HR management, labor relations, business, finance or a related field
• Certified Employee Benefit Specialist (CEBS), Society for Human Resource Management (SHRM) or a similar certification, while not required, is desirable

Required Years of Experience:

• At least 10 years of experience in compensation and benefits or total rewards, with at least 3-5 years of leadership experience
• Experience working in the Big4, professional services or consulting firms is an advantage

Education (if blank, degree and/or field of study not specified)
Degrees/Field of Study required:
Degrees/Field of Study preferred:
Certifications (if blank, certifications not specified)

OPTIONAL SKILLS

Accepting Feedback, Accepting Feedback, Active Listening, Analytical Thinking, Benchmarking Studies, Benefits Administration, Benefits Program Design, Bonus Program Design, Coaching and Feedback, Co-Creation, Communication, Compensation Strategy, Compensation Structuring, Compliance Awareness, Conducting Research, Creativity, Data Analysis, Data Analytics, Data-Driven Decision Making (DIDM), Data-Driven Insights, Data Storytelling, Embracing Change, Emotional Regulation, Empathy, Employee Compensation and Benefits {+ 35 more}
Desired Languages (If blank, desired languages not specified)

TRAVEL REQUIREMENTS

Not Specified

• Develop Total Rewards Strategy : Create and lead the company’s comprehensive strategy for total rewards. This includes designing compelling and equitable compensation and benefits programs to attract and retain world-class talent across various disciplines. Ensure all compensation and benefit programs, policies, and procedures comply with current legislation
• Compensation Programs : Provide strategic direction, planning, and requirements for the design, implementation, communication, and administration of the company’s compensation programs. This includes annual short- and long-term incentives, as well as executive compensation.
• Continuous Evaluation : Monitor the effectiveness of existing compensation and benefit practices and recommend changes that are cost-effective and consistent with compensation trends and firm objectives. Monitor market trends and make recommendations for changes as needed.
• Salary Surveys : Manage the participation in salary surveys and monitor salary survey data to ensure firm compensation objectives are achieved
• Determining Market Rates :
• Evaluate each position within the company and determine its proper market value. Use salary surveys and statistical analysis to establish market rates for different jobs.
• Consulting stakeholders: Provide advice on pay structures, pay decisions, and the overall People Value Proposition
• Leadership: Manage Reward team members