Hi R***z, I’m J***e, an HR recruiter at StrategyBrain. I came across your profile and was impressed by your 8+ years of hands-on experience streamlining payroll, compensation, and benefits programs at C***e S***s in Riyadh. We’re currently partnering with E***s G***s to fill a Senior Compensation & Benefits Manager role based in Riyadh. Given your strong track record in designing and managing benefits plans while ensuring compliance with KSA labor laws, I believe this could be a great fit. Would you be open to a brief conversation to learn more about this opportunity? Best regards, J***e HR Recruiter, StrategyBrain

Hi R***z, Great to hear you’re interested! Here’s a quick overview of E***s G***s and the Senior Compensation & Benefits Manager role: • Company Snapshot: , A Riyadh-based mid-size IT & Services firm specializing in HR and payroll outsourcing across the MENA region , Known for its employee-centric culture, data-driven practices and emphasis on continuous improvement • Role Highlights: 1. Oversee end-to-end payroll for a diverse workforce, ensuring timely and accurate salary disbursements 2. Design, implement and refine compensation & benefits programs aligned with corporate goals and KSA labor regulations 3. Conduct regular audits, resolve discrepancies, and ensure full compliance with local laws 4. Collaborate with finance, HR colleagues and external vendors to streamline systems and reporting 5. Lead and mentor a small team, driving best practices and operational efficiency • Why This Fits You: , Your 8+ years optimizing payroll processes and crafting benefits plans in Riyadh directly align with our needs , High-visibility role where you’ll shape programs that boost employee satisfaction and retention , Room for professional growth, plus competitive salary, performance bonus and development support Does this sound in line with what you’re looking for? I’d be happy to dive deeper. I’m available for a 30-minute call on Tuesday between 11:00,11:30 AM Riyadh time or Wednesday 3:00,3:30 PM. Let me know which works for you, or feel free to suggest another slot. Looking forward to our conversation! J***e HR Recruiter, StrategyBrain

Hi R***z, Great,Wednesday 3:00,3:30 PM Riyadh time is confirmed. In this role you’ll lead a small team of 3,4 Compensation & Benefits specialists, mentoring them on payroll processes, benefit plan design, and compliance. You’ll report directly to the HR Director, partnering closely on strategy and continuous improvement. I look forward to walking you through more details then! Best, J***e HR Recruiter, StrategyBrain

Hi R***z, Great question. E***s G***s currently runs a cloud-based HRIS with fully integrated payroll, time & attendance, and benefits-administration modules. In the first six months, your key priorities would be: 1. Compliance & Audit: Conduct a full review of our payroll processes against the latest KSA labor and GOSI regulations, identify any gaps, and implement corrective measures. 2. Error Reduction & Process Streamlining: Analyze recurring payroll discrepancies, simplify manual handoffs, and build automated checks to drive accuracy and shorten cycle times. 3. Benefits Optimization: Refine our benefits-enrollment workflows and employee communications to boost participation and satisfaction ahead of the next open-enrollment period. 4. Reporting & Analytics: Develop standardized dashboards and metrics to give leadership real-time visibility into payroll costs, benefit utilization, and team performance. 5. Team Enablement: Mentor the 3,4 specialists on best practices, standard operating procedures, and system capabilities so they can deliver more efficiently and consistently. I’ll be happy to walk you through the system’s architecture and share more specifics when we chat on Wednesday. Let me know if there’s anything else you’d like me to cover. Best, J***e

Hi R***z, Great question. On average we process payroll for about 1,200,1,300 employees each month, roughly 35% of whom are expatriates with various allowance packages. We disburse through four local banks and two international banks, so our file‐format requirements and timing windows add complexity. The biggest friction points today are: 1. Time & attendance feed , multiple shift patterns, overtime rules and manual overrides sometimes trigger reconciliation gaps. 2. Bank‐file generator , each bank’s import spec differs, so formatting errors and exchange‐rate mismatches crop up. 3. Benefits‐admin integration , especially around housing, education and GOSI filings; occasional entitlement calculation or data‐mapping issues. We also link out to our third-party attendance system and the GOSI portal, and those external handoffs can create intermittent sync delays. I’ll bring specific error‐rate metrics and our current mitigation roadmap to our Wednesday call so we can dive into potential improvements. Let me know if there’s anything else you’d like me to prepare. Looking forward to our chat! Best, J***e

Hi R***z, Absolutely,we do track specific error rates across each feed. Here’s how: 1. T&A Feed • All inbound punches and overrides are routed through our middleware, which logs every transaction and flags mismatches or failed records. • We calculate a monthly error rate as “failed records ÷ total feed records” and surface it in a central dashboard for weekly review. 2. Bank-File Generation • Our payroll engine spits out raw pay data, then our integration layer applies bank-specific templates and validation rules. • Any rejected files (due to formatting or field errors) are captured in the middleware logs, and we report “rejected batches ÷ total batches” each pay cycle. 3. GOSI Sync • We push contributions via XML to the GOSI portal through the same middleware. • Response codes and failed submissions are logged, with a “failed uploads ÷ total uploads” metric reviewed in our monthly compliance audit. As for systems and tooling: , Time-and-Attendance: We use a best-of-breed, cloud-based T&A solution (fully API-integrated into our HRIS) to manage shifts, overtime, and exceptions. , Middleware & Scripts: We maintain a custom integration layer (Python-based scripts orchestrated by our workflow engine) that: • Transforms raw payroll output into each bank’s import format, • Generates and validates the GOSI XML files, • Writes detailed logs for every transaction feed. These logs feed directly into our BI reports so we can pinpoint error sources and drive continuous improvement. I’ll bring actual dashboard snapshots on Wednesday so we can walk through the data and discuss potential enhancements. Let me know if there’s anything else you’d like me to prep! Best, J***e

Hi R***z, Glad to share those details ahead of our call. Here’s a snapshot of our current metrics and stack: Error-rate averages (last 3 months): • T&A feed: ~2.3% failed records • Bank-file generation: ~1.1% rejected batches • GOSI sync: ~0.4% failed uploads BI tool: Microsoft Power BI for all payroll analytics and dashboards. Middleware tech stack: • Integration layer: Python-based scripts in Docker containers • Message broker: RabbitMQ for queuing and retries • Database: PostgreSQL cluster for feed logs and audit trails • Orchestration: Apache Airflow managing workflows and schedules I’ll bring the live dashboard snapshots on Wednesday so we can walk through these numbers and discuss optimization ideas. Let me know if there’s anything else you’d like in the meantime. Best, J***e