Sarah Ali Email & Phone Number

New York, New York, United States

New York, Us

New York, Us

Analytical advisor who applies business conditions, motivations, and statistics to drive creative and economic solutions for financial workforce planning optimization, competitive strategy, and clear communication plans. Key projects: - Built reports and researched cost of living, average market increases, and best practices among various market trends to present to senior leadership team to make informed decisions on pay equity and where budget should be spent. - Conducted analysis to uncover trends for employee behavior and preferences when applying certain conditions.- Designed pay transparency project and communication plan according to legislature, minimum wage requirements, competition, internal policy, and senior management preferences and maintained the process across multiple functions. - Configured Workday system on a global level to execute compensation review process for over 20,000 employees across 30 different countries- Managed and led configuration testing across 3 regions to ensure system functionality ran smoothly during user acceptance testing and modeled data for test environment to represent go-live circumstances with sample data. - Calculated and distributed multi million USD budget to use for salary planning cycle based on merit rewards and pay for performance matrix, and market adjustments to remain competitive among industry while using a cost-efficient approach.

Dubai, Ae

Majid Al Futtaim is a conglomerate holding company that owns and operates shopping malls, real estate, retail, and hotel establishments supporting the Middle East, Africa, and Asia. Major Brands Include Abercrombie & Fitch, Lululemon, Crate & Barrel, California Pizza Kitchen, LEGO, Mall of the Emirates, Mall of Egypt, Kempinski Hotel Mall of the Emirates, Sheraton Mall of the Emirates, and more. MAF is also the sole franchisee of the French hypermarket chain, Carrefour, in the Middle East, North Africa, and central Asia. Performed data modeling across all business operations to prepare management for workforce and budget planning and maintaining a competitive stance in market. Key accomplishments: - Ensured compensation and benefits plans are cost-efficient and competitive against market while maintaining compliance of labor laws and regulations for 44,000+ employees across 13 countries.- Participated in market and salary surveys with external vendors and ran benchmark analysis internally. - Designed reports and provided communication recommendations based on research and analysis of company needs. - Conducted market research applying methodologies of Korn Ferry, Willis Towers Watson, Radford, and Mercer. - Managed day-to-day compensation and benefits operations, reporting, and maintenance of SAP SuccessFactors.

Austin, Texas, Us

Arrive Logistics is a 3PL and Logistics and Supply Chain Solutions company.Build compensation strategy structure to establish compensation plan for future of company. Perform ongoing analysis and administration of sales compensation plans and competitive market conditions. Streamline and resolve areas of improvement including internal equity, market pricing and positioning analysis, offer negotiations and fairness amongst ranges and roles. Presented data to Senior, and Executive Leadership Teams. Key accomplishments:- Tracked over 2.4 million USD in annual incentive expenses, resolved any variances in budget.- Fully Implemented Payfactors, a cloud-based compensation management and HRIS software used to manage, streamline and automate compensation processes from renewing Job Descriptions to Data visualizations 30% quicker than the average implementation time.- Led Repricing Project to reprice 230+ jobs to match the current roles and performed analysis for necessary market adjustments and internal equity requirements and identified trends per role to report on which groups were under market.- Reviewed and validated job matching vs. survey benchmarking after participated in multiple salary surveys throughout year (Mercer, Radford, many logistics/sales - specific surveys) and analyzed results to determine competitiveness of company's compensation packages and ranges.- Developed compensation calculation for bonus payouts per employee, prorated per the time available.- Created a new merit/annual compensation cycle file to track changes for entire year to calculate 1.63 million USD in merit and adjustments for those eligible.- Designed pay offers (base, bonus/variable-pay programs and structures for sales compensation, vacation, other incentives) for new hires and internal promotions- Technologies used: Payfactors, Paylocity, Introductory Tableau, Excel

Høvik, Oslo, No

DNV GL is a classification and accreditation society that is passionate about safeguarding life, property, and the environment through risk management and quality assurance services in maritime, oil and gas, power and renewable energy. DNV GL also certifies management systems in healthcare, food and beverage, and automotive and aerospace.- Appointed to Organizational Management Advisor for North America to consult on organizational restructuring and compatibility with HRIS system and business continuity- Obtained access rights to appoint HR Reporting Superuser for the region, improving resolution time by 66%- Consult with business partners on HRIS implementation throughout testing environments and creating test cases in various modules to ensure data integrity and accuracy through audits and data management along with process efficiency, userability and optimization- Provide support and consultation as regional Oracle Superuser and SME to global HR and IT teams during HRIS system testing of new version releases and User Acceptance Testing (UAT)- Automated and streamlined service award communication process and reduced administrative time by 2400% and eliminated third-party costs- Appointed HR Data Quality Champion for the region to ensure maintenance of reporting and data bridges across systems and integration with ADP- Build and analyze reports for various employer statistics including tenure, new hires, terminations, employee numbers, etc.- Conduct compensation and salary surveys through excel for multiple countries in the region and created reports for compensation metrics to help support business reporting needs and budget planning for future new hires- Served as liaison between candidates and clients during salary/financial negotiations and hiring decisions using collective data factors, project deliverables and requirements- Technologies used: Oracle Partner, Basware, SharePoint, Case/Service Management Tools

Houston, Texas, Us

Primary Services is a staffing/employment company that has been placing candidates for 30+ years. - Reduced candidate search time by 50% by developing pipeline with redistributing database and data integrity in HRIS- Planned for pipeline process to redistribute database and ensure data integrity in HRIS system to make sourcing and placing candidates more efficient- Used internal and external harvesters in the system to leverage desired attributes/qualities to align candidates with clients- Technology used: LinkedIn, JobDiva

Cairo, Cairo, Eg

ITWORX is a global Information Technology services firm providing cloud-based and on-premise solutions. The Talent Management team handles the HRIS, training and development, succession planning, career development, performance, employee engagement, offboarding, and organizational structuring.- Implemented Employee Engagement Surveys and facilitated focus groups to create action plans for improvement/maintenance based on extracted survey data- Analyzed over 800 surveys to develop presentations for leaders, telling the story of key factors such as tenure and seniority, challenges amongst collaboration between teams, identifying trends of employee engagement, ultimately resulting in change management program development throughout the entire organization- Conducted exit interviews to determine resignation factors and to identify ways to improve retention rates and drive engagement based on collective and reported data based on attrition and turnover- Created strategic analysis of workforce data to emphasize trends in factors and provide actionable recommendations, partnering with key stakeholders to understand business challenges and strategy and align with overall mission- Developed and Implemented a talent development system for reimbursement and investments in employees- Oversaw business administration including testing, training, interviews, promotion panels, performance and reporting- Maintained data integrity for employees in HRIS database- Technology used: Saba Halogen, HITS Solutions, SharePoint

Katy, Texas, Us

Academy is a Sports and Outdoors retailer with close to 250 stores. I worked at the headquarters in Katy, TX.- Implemented testing phase of HireVue, a modern video interviewing software with test phase of 1k users and analyzed metrics to ensure userability- Created and formalized a career development proposal to C-Suite level executives and their direct reports- Collaborated with Org Development team to organize talent calibration and reviews, pioneering the first official organizational restructuring in company's history and initiated quality checks- Redesigned/Benchmarked job descriptions based on job market, from contributor to executive level- Analyzed and Reported monthly turnover, attrition rates and exit interview surveys- Gained exposure to all different parts of HR including employee relations, training and development, HRIS, recruiting/talent acquisition, compensation and benefits, organizational development- Technology used: HireVue, Workday, Lotus (now IBM) Notes

Houston, Tx, Us

- Promoted within the first two months of employment for exceeding initial project goals of rebranding college’s purpose- Presented to 1500+ incoming freshmen and transfer students by leading 28 orientations, 40+ tours, and facilitating workshops, explaining functionality of processes- Prepared employees’ work schedules and restructured employee obligations- Responsible for assigning employees’ duties and tasks - Trained and developed new employees - Formulated work schedules for every season to optimize office productivity and work efficiency- Technology used: Oracle Peoplesoft, Microsoft Excel

Lima, Lima, Pe

AJE is a multinational Peruvian beverage company. - Sourcing and recruiting- Evaluated hundreds of resumes and scheduling for interviews- Interviewed/extended offer letters- Maintained company database and filing system to ensure accuracy of personnel files

Master Of Science - Ms, Economics

Bachelor’S Degree, Psychology

Bachelor’S Degree, Economics