Gunduz Abdullayev

- To lead Job evaluation processes established by Willis Towers Watson - GGS Methodology and implement all analysis and changes to whole organization.

- Develop and lead the Company’s comprehensive strategy for Total Rewards using compelling and equitable compensation and benefits programs aimed at attracting and retaining world-class talent in a competitive environment and across multi-disciplines

- Provide strategic direction, planning, and requirements to execute the design, implementation, communication, and administration of the company's compensation programs; including annual short- and long-term incentives and executive compensation

- Continuously evaluate the effectiveness of our rewards programs to ensure they are aligned with our business and talent strategies and monitor market trends to make recommendations for changes, as appropriate

- Evaluate the current organizational structure and make recommendations for changes that align with the bank's strategic objectives. This may involve restructuring departments, teams, reporting lines (span of control) or roles to enhance collaboration, agility and efficiency

- Lead and facilitate the restructuring process, ensuring smooth transitions and minimal disruption to business operations. Develop change management strategies and communication plans to effectively manage employee concerns and ensure buy-in for the restructuring initiatives

- To manage job analysis process for all blue collar positions

- To manage workforce planning and budgeting processes

- Develop and execute a comprehensive organizational development strategy aligned with the bank's goals, vision and values.

- Identify and prioritize key areas for improvement within the organization.

- Oversee the design and implementation of talent management programs, including leadership development, employee training, performance management and succession planning. Ensure that the bank has the necessary talent pipeline to meet present and future requirements.

- Lead and facilitate organizational change initiatives to support business growth and transformation. Develop change management frameworks and tools to minimize resistance and optimize employee adoption of new processes, technologies or organizational structures.

- Identify performance gaps and implement strategies to enhance overall organizational performance. Collaborate with business units to establish performance metrics, monitor progress and provide recommendations for improvement.

- Assess and redesign the organizational structure to optimize efficiency, collaboration and agility. Ensure that job roles, responsibilities and reporting lines are clearly defined and aligned with business objectives.

- Collaborate with HR teams to develop and update policies and procedures related to talent management, performance evaluation,compensation and benefits.Ensure compliance with regulatory requirements and industry best practices.

- Utilize data analytics to assess the effectiveness of organizational development programs and initiatives. Prepare and present

reports to senior management, highlighting key insights, trends and recommendations for improvement.

- Collaborate with senior leadership, department heads and other stakeholders to gain support and alignment for organizational development initiatives. Build strong relationships and influence key decision-makers within the organization.

- Collaborate with senior leadership to develop a strategic vision for organizational restructuring. Identify areas within the bank where restructuring is necessary to optimize operations, reduce costs and improve overall performance.

- Lead and facilitate the restructuring process, ensuring smooth transitions and minimal disruption to business operations. Develop change management strategies and communication plans to effectively manage employee concerns and ensure buy-in for the restructuring initiatives.

- Evaluate the current organizational structure and make recommendations for changes that align with the bank's strategic objectives. This may involve restructuring departments, teams, reporting lines (span of control) or roles to enhance collaboration, agility and efficiency.

- To lead Job evaluation processes established by Korn Ferry HAY Methodology and implement all analysis and changes to whole bank.

- Preparation of job descriptions and appointment of job / sub-job families

- Leading of grade determination process whole the company

- Developing salary system encompassing job family

- Determination of grade and salary in recruitment, internal transfer, promotion, salary increase and other similar processes

- Creating salary offers for the positions according to the Hay Group methodology and the market research

- Critically review and analyses current benefits strategy and procedures in order to recommend and implement changes leading to best-practice operations

- Management of annual performance and incentive bonus systems

- Bringing structures to a standard format and applying these standards to all structural changes over time

- Job evaluation for the blue and white collar positions by the Hay Group methodology

- Job evaluation in conformance of job family

- Creating salary offers for the positions according to the Hay Group methodology and the market research Developing salary system encompassing job family

- Implementation of assessment center program to define potential of personals

- Critically review and analyze current benefits strategy and procedures in order to recommend and implement changes leading to best-practice operations

- Managing HR mobility procedures and operations

- Staff norm / Workforce Planning

- Job evaluation

- Preparation job descriptions

- Conduction of market salary research

- To organize a discipline, reward and corporate commissions

- Staff norm / Workforce planning

- Job analysis

- Job evaluation analysis

- 360 performance evaluation