Discover the story of Carlin Delgado, Group Senior Total Rewards and Organizational Design Manager at Power International Holding. In this exclusive interview, Carlin shares her journey in HR, her decision to pursue the prestigious GRP certification, and the challenges and triumphs along the way.
Q: Can you tell us a bit about yourself and what drew you to pursue the GRP certification?
A: Hello, I’m Carlin, and I am the Group Senior Total Rewards and Organizational Design Manager at Power International Holding in Qatar. Over the past 10 years, I’ve had the privilege of contributing to the field of HR within the same organization, embarking on a rewarding journey. Initially I began my career in HR and gradually found my passion in the field of total rewards.
For years, I’ve looked for the ideal certification to enhance my expertise. I was aiming for a credential that not only held significant value but also provided specialization. That’s how the GRP certification caught my attention, and last year, I committed to pursuing it. Opting for the GRP certification not only deepens my comprehension of total rewards and compensation but also enhances my standing as an HR professional, boosting my credibility.
To date, I have completed five courses and successfully passed two exams: Total Rewards Management and Market Pricing.
Q: How do you balance the demands of your role at Power Holding with your studies for the GRP certification?
A: It’s really difficult, honestly, especially in 2023 when I was given extra responsibilities mid-year. Balancing everything was a challenge, but I love planning. I plan my days and years in Excel sheets. I dedicate weekends to focus on reading and understanding, and even during my drive to work, I listen to audio recordings to become more familiar with the material.
The more you practice and listen to these discussions, the more it gets embedded in you. It was quite difficult, but I made sure to plan my vacations and slot study times on weekends, without compromising my personal time with my family. Effective time management and planning are key tools for success in this program.
I use a Gantt chart to list activities and track my progress. It’s not about pressure, but about knowing the next move. This year, I planned to complete seven courses by the end of 2024 and take three more in Q1 to Q2 of 2025. I hope to complete the entire program in two years. Fingers crossed!
Q: Which module in the GRP program have you found most interesting so far, and why?
A: The module I have found most interesting so far in the GRP program is the Global Remuneration module. It aligns perfectly with my current role, especially since Power Holding has been expanding into various countries this year. My role in all of this is to develop and manage the total rewards strategies for these different countries.
We’re venturing into regions like Latin America, North Africa, and Central Asia, among others. This module has been incredibly impactful because it directly relates to the tasks I’m handling right now at Power Holding. It provides a comprehensive understanding of how to manage compensation strategies across different regions and countries. This includes managing taxation, currency fluctuations, and developing tailored total rewards strategies for specific cultures, recognizing that one size does not fit all.
I don’t deserve all the credit for this work, actually, because my team is exceptional and works closely with me. Together, we are developing compensation structures and benefit frameworks for all these countries. I have a team of specialists who assist with benchmarking, market research, and engaging with vendors and lawyers to ensure we comply with the laws and regulations of those countries.
We develop policies for these countries because we don’t have a decentralized approach to total rewards strategies. We want to ensure that we have equitable compensation programs for everyone.
Overall, this program has been extremely valuable to me.
Q: How do you see the GRP program enhancing your ability to drive change within your organization?
I think driving change is a gradual process, and it might be too early to fully see the ROI of the GRP program. However, the courses I have taken so far have been incredibly beneficial.
They have helped me bring best practices and theoretical insights from the GRP program into our meetings and discussions. These learnings have been very practical and applicable.
For instance, specific examples like using formulas and conducting regression analysis have been particularly useful. These tools help in representing and analyzing employee pay more effectively.
Overall, the program has equipped me with a lot of valuable knowledge and techniques that I believe will drive significant change in the long run.
Q: What are some of the biggest challenges and opportunities in managing total rewards for a geographically dispersed company across diverse industries?
A: Managing total rewards for a geographically dispersed company across diverse industries presents several challenges and opportunities. One of the biggest challenges is managing the expectations of different people, especially since we don’t deal with just one CEO. We have several CEOs, each with different needs and visions on how people should be compensated.
Communication is crucial in this context. It’s important to effectively communicate our suggestions and recommendations to management and ensure the consistency of policies applied to everyone. For instance, promotion policies need to be consistent across the board. If one part of the company has a one-year eligibility requirement for promotions, the same should apply to other parts, unless specific industry or country requirements dictate otherwise.
This complexity adds a significant layer of challenge, but it also offers opportunities to standardize and streamline processes, ensuring fairness and equity across the organization.
Q: Can you share an example of a total rewards strategy you’ve implemented at the company that has has had a significant impact?
A: One significant total rewards strategy we’ve implemented at the company was developing industry-specific base scales. Previously, we had a single base scale across all companies, which didn’t make sense given the diverse sectors we operate in. By creating base scales tailored to specific industries, we addressed the challenges of recruiting and attracting talent.
For instance, the base scale for the construction sector cannot be the same as that for the F&B sector. This differentiation significantly boosted our recruitment and candidate attraction efforts. Additionally, we developed specific incentive programs for different sectors. For construction, we incentivized based on project savings and completion. For the F&B sector, incentives were tied to sales and customer service scores.
These changes positively impacted the companies we operate in. It not only helped in attracting new employees but also had a significant effect on current employees. Linking the pay scale to promotions and merit increases meant that our existing employees also benefited from industry-specific compensation. This approach has contributed to both attracting and retaining talent, addressing one of the biggest challenges organizations face.
Q: How do you envision the GRP certification impacting your future goals and aspirations?
A: I believe the GRP certification will significantly impact my future goals and aspirations. Completing the program and earning the certification will enhance my credibility as an HR professional. It will give me the confidence to bring new ideas to the table, knowing that I have a globally renowned certification backing me.
Additionally, I believe this certification will open up opportunities for HR leadership roles in the future. While I don’t expect immediate changes the day after completing it, I am confident that I will reap the benefits over time.
Q: What’s one takeaway from the program that you would share with Total Rewards professionals like yourself?
A: One key takeaway I would share with total rewards professionals is the importance of aligning your total rewards strategies with your business goals. Even if you have the most attractive total rewards program, if it’s not aligned with your business goals, it won’t work and will set you up for failure. You’ll end up wasting your time.
Another crucial aspect is understanding employee expectations and stakeholder needs, which ties back to aligning your total rewards strategies with organizational goals.
Additionally, one thing that really stood out to me from the program was the emphasis on communication. An instructor repeatedly stressed “communication, communication, communication,” and it’s something that has stuck with me. Effective communication is vital. Sometimes policies are developed but remain just on paper because there aren’t adequate communication strategies and campaigns to ensure they are understood by everyone.
So, for me, the two main takeaways are: ensuring your rewards strategies align with your business goals and the importance of strong communication.
Q: In your opinion, how do the benefits of the GRP program compare to the investment required?
A: The investment for the GRP program is significant. However, I firmly believe that the benefits far outweigh the costs. Participating in this program not only enhances your professional growth but also fosters continuous learning.
So, in my opinion, it’s truly worth both the time and the financial commitment to undertake this course in the GCC. Personally, I don’t know many individuals with this certification, which further reinforces my belief in advocating for spreading awareness about this program among my fellow Total Rewards professionals.
Q: Any final thoughts?
A: Well, I believe it’s essential for professionals like myself to continually prioritize learning. The landscape of our field is constantly evolving, with emerging technologies and shifting trends. Staying abreast of these changes is crucial to maintaining relevance in our careers.
Failure to invest time in learning could result in being left behind while younger colleagues advance up the career ladder. Therefore, I view learning as both a professional necessity and a personal growth opportunity.
Learning shouldn’t be seen as a chore but rather as a passion. It should stem from an intrinsic desire to expand one’s knowledge and skills. The benefits of continuous learning are immense, both in terms of personal development and professional success.
So, in summary, I believe that fostering a mindset of lifelong learning is indispensable for staying competitive and fulfilled in our careers.
