Omar JimenezGRS, CSI
Head of Reward at Ravenna Chemicals
Sydney, Australia
15 points1 ribbon2 discussions6 replies
Where Omar takes part
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2 discussions · 6 repliesPosted in Chapter Leaders Council ·
What has worked for your autumn meetups?
4 replies
Replied to in Sydney Chapter ·
WGEA gap publication: how did your employer respond?
We set a target and I have mixed feelings about it. The board committed to reducing the median gap from 18 to 12 percent within four years. It focused attention
Replied to in Chapter Leaders Council ·
Sponsor introductions for chapters
A caution from a larger chapter. We have four local sponsors who each pay more than your annual figure, and I would not want a national menu to become the ceili
Replied to in Chapter Leaders Council ·
Sponsor introductions for chapters
We would use it straight away. Our chapter has run on about 2,000 dollars a year from one local sponsor, and when their contact left the company the support wen
Posted in Sydney Chapter ·
Superannuation changes and total rewards statements
3 replies
Replied to in Pay Equity & Transparency ·
Managers hear "unexplained gap" as an accusation. What wording has worked for you?
The decomposition by hire, promotion and review is something we can do with the data we hold, so I will try that for the November briefings. And point taken on
Replied to in Benefits & Wellbeing ·
Benefits parity for 260 remote staff spread across 19 countries: where do you draw the line?
Minimum standard, defined by outcome rather than spend. Ours has four lines: private or public medical access that covers inpatient care without ruinous cost, l
Replied to in New Member Welcome ·
Is the midpoint the market rate, the target, or just the middle of the range?
On which one wins: the grade midpoint, unless you are losing people. I would not move a job on survey data alone. Look for evidence in turnover and declined off
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