Mannal Khalil

Privately owned healthcare staffing and workforce solutions company with over 8,000 employees nationwide providing comprehensive staffing services for healthcare professionals across various disciplines, aiming to meet the needs of hospitals and patients across the country.

• Responsible for driving continuous development, implementation, maintenance, administration, and communication of Ingenovis Health's total rewards strategy, ensuring programs are competitive, sustainable, scalable, and support the long and short term performance goals of the organization.
• Oversee the design, development, and implementation of company-wide compensation and benefit programs including handling executive compensation, sales commissions, annual market pricing, merit, and bonuses processes for the US and Australia.
• Serve as the strategic and operational HR leader overseeing the company's total rewards systems
• Plan and direct the activities of the Total Rewards team in the development, administration and operation of the compensation and benefit programs
• Evaluate employee performance objectively using established metrics to ensure fair and competitive compensation practices.
• Ensure compliance with industry regulations and legal requirements related to compensation and benefit programs.

A world leader in structural engineering solutions with a deeply dedicated to a mission of helping people design and build safer, stronger structures. With annual revenues of more than $1 billion, Simpson Strong-Tie employs approximately 10,000 people and has operations in 15 countries worldwide.

• Analyzed, evaluated, designed, implemented, and administered programs, policies and procedures including, salary administration, job evaluation, annual salary review, salary budgeting, salary range adjustment, market pricing, total rewards initiatives, and incentive plans.
• Consulted with internal business partners, such as department heads and management, to assess benefits, compensation and compliance needs.
• Reviewed and modified policies and practices to ensure pay structures and benefits plans were competitive, and that they were designed and managed to attract and retain a high performing workforce.
• Managed benefit administration for all qualified and non-qualified plans.
• Researched and made recommendations on increasingly complex retirement and insurance plans.
• Managed vendor relationships including brokers and consultants.
• Developed employee and manager communication and training materials related to total rewards programs.
• Planned and directed the activities of the Total Rewards team in the development, administration and operation of all compensation and benefit programs.

Global Staffing Solutions and Recruiting Firm founded in 1970.

• Earmarked $400,000 in self-funded contributions for a voluntary benefits plan to create a new revenue stream to cover business expenses for the benefits administration system.
• Championed a 70% reduction in a $3M penalty by working with external vendors and SMEs to develop a response to the IRS following an error in the reporting system.
• Facilitated open enrollment periods for more than 250 regular employees and more than 4,000 temporary workers while meeting all deadlines and requirements internally and externally.
• Led a team of 2 to design and administer all employee benefits, including health, retirement, compensation, and recognition programs, with budget accountability.
• Provided change leadership to facilitate the reshaping of the organizational culture, and emphasized open communications and inclusiveness to improve employee relations.
• Ensured that all vendor contracts, employee communications, and benefits program administration complied with legal requirements.
• Leveraged FLSA expertise in creating compliant job descriptions and salary ranges.
• Created salary recommendations and guides for each role within the organization.
• Designed and implemented all sales and bonus incentive plan compensation programs.

• Oversaw all employee relations, investigations, and escalations for 250 employees and 4,000+ contingent workers enterprise-wide.
• Reduced new employee turnover, improved overall morale, and enhanced the company's culture by implementing an onsite employee orientation program.
• Provided leadership for competitive benefits planning, design, implementation, and compliance, structuring compensation and benefits according to market conditions and budget demands.
• Monitored all HR programs to assess their effectiveness and implement proactive changes to meet changing business demands.
• Advised and educated the management team on effective policy implementation and enforcement actions to identify and prevent potential employee legal entanglements.
• Facilitated the development of new training processes, and managed all employment training, development, and annual performance evaluations.
• Developed a new company values and awards program with marketing that significantly reduced employee relations issues despite the constant organizational change.

• Advised stakeholders on the development, interpretation, and implementation of HR policies and procedures, collective bargaining and union agreements, and strategic business rollouts.
• Provided an overview of job expectations and company standards to new employees during the onboarding process, including new hire orientation meetings.
• Handled all aspects of employee leave administration, including employee notifications, disability programs, and health benefits.
• Collaborated with various review boards on the management and resolution of discrimination complaints to mitigate risks.
• Enhanced employee morale and productivity by administering rewards programs.
• Partnered with payroll and department managers to ensure the accurate processing of pay data and wage and hour compliance by creating organizational flow charts and career path reports.