Najlae Benaissa-Shili

At HRBFLY, we are building The New HR Center of Expertise for the AI Era. We solve the critical "Double Crisis" facing modern companies: the silent financial hemorrhage from internal waste, and the unpiloted AI transformation that is destroying value. Our solution is a first-of-its-kind Agentic AI SaaS platform that delivers strategic expertise through a unique dual-path model: HRBFLY Copilot: Our AI platform that empowers capable in-house HR teams to diagnose problems and execute solutions with unprecedented speed and intelligence. HRBFLY Premium: Our full-service model where we become our client's outsourced CoE, delivering guaranteed, outcome-based transformation. Our work is focused on the three strategic pillars where we drive the most significant financial and operational impact: Total Rewards & Equity: Transforming compensation from a cost center into a competitive advantage. Global Mobility: Turning international chaos into an optimized engine for growth. AI & Workforce Transformation: Providing the concrete, actionable plan for the future of work. Across everything we do, our commitment is to Double Performance: delivering measurable financial ROI and tangible social success.

Biotech company (now Pfizer)

Managing the Global Mobility / Compensation and Benefits of 5 multinational companies specialized in the following fields: pharmaceutical, mass retail, health insurance and energy.  Managing from Switzerland relationship and coordination with client, employees and HR management  Preparing work contracts, dismissals and work certificates  Optimizing upstream the employer costs and taxes while establishing the balance sheets for future expatriations  Presenting international mobility conditions and social packages to future expatriates  Managing payroll and employee data in the HRIS system  Managing general HR administration linked to the employee from onboarding to offboarding and social charges related matters: secondment (FER CIAM + LAMAL) or expatriation registrations to international social insurances / pension funds, Illness and accident formalities for Europe, US and Asia  Establishing annual salary certificates  Monitoring application of legal international mobility rules within the different companies based in Singapore, France and Switzerland.

A worldwide sourcing service for IT consulting and digital companies based in Switzerland

• Monitoring performance, preparing the Balanced Scorecard • Projects leading: assessment consolidation and analysis with the direct managers • Stock options: setting up a PowerPoint presentation to explain Lectra’s Stock Option program to managers. Assist with stock administration processes including reporting on stock transactions to vendors. Validation of simple or cashless options exercise • Biannual reporting related to the allocation of benefits in kind • Full year objective target definition for the account managers and business development population, integration follow-up and validation of the variable payment, sales performance • Maintaining up to date the photo directory for all the key positions of the Group. • Calculation and package optimization for future expatriates • Corporate Social Responsibility: questionnaire submission in order to collect qualitative information for the annual report

• Expatriates compensation and benefits calculation using MERCER: annual base salary, bonus, cost of living allowance, spendable income, housing allowance, etc. • Tax calculation using the Ernst and Young Total Cost Estimator (TCE) • Organization of the relocation process with the services providers: schooling, cross-cultural training, languages courses, spousal support, house hunting • Drawing up contracts: secondment, expatriation, end or extension of the assignment, amendments. • Implementation of a new global mobility policy within Europe, the LOCAL PLUS remuneration package: conducting a remuneration study and benchmark to find the appropriate approach, host based salary definition, local implementation of global and corporate compensation and benefits standards • Updating the Key Performance Indicators (KPI) related to the expatriates management

• Job evaluation and competency mapping of the organization (Hay Method): evaluation of the organization key positions and review of the job descriptions (main accountabilities, purpose and grading) • Conducting market surveys • Implementation of a skills management project for the business development population: gaps identification between the acquired and required levels and implementation of development action plans (coaching, mentoring, training) • Key Performance Indicators (KPI) of the annual performance reviews • People Review for the Business Development population: identification of the “Leaders for Tomorrow”, Key people and High potentials • Recruitment: Recruitment of engineers, technical profiles in water treatment (preparing job description, advertising, managing the response, shortlisting, arrange interviews with direct managers) • Translation of HR processes and guides (French, English and Spanish).

EMEA, Asia and Pacific Regions • Drew up contracts regarding the French and the Host Country labour law o Secondment contracts for the employees assigned in Europe o Expatriation contracts for other locations o “Rotational”: onshore/ offshore oil and gas expatriates • Dealt with compensation and benefits o Compensation: payroll calculate fair and consistent expatriate compensation, balance sheets: Cost-of-Living Allowance calculation (COLA), Home-to-host comparison o Benefits: health coverage regarding the French Social security • Organized the relocation process and produced cost projection • Career Management: discussion with the career manager to organize the departure • Immigration: work permits and visas (business visas, tourist visas) • Personal effects shipment: working closely with global relocation companies specialising in international removals and relocations • Housing using the Mercer’s Host City Accommodation Tables • Schooling: children enrolment in the host country • Spouses support: working with job-search assistance company to help them through the job hunt process • Taxation: working closely with tax experts to explain the employees the tax equalization between Home and Host Country • Regular discussion with the Host Country to coordinate the departure and keep them informed of all the process • Organized and conducted weekly pre-departure meetings to brief the employees (mainly Executive positions) on global mobility policy focused on key expatriate topics: taxation, compensation and benefits, perks, paid leave, housing and schooling • Reviewed and updated expatriate procedures: “TOTAL Expatriation Rules and Policy” • Worked with the Global Mobility Director of TOTAL company on different topics: maintaining up-to-date the Global Mobility Procedures

• Conducted market surveys for the implementation of the company in Uzbekistan • Organized project calls for tenders between oil and gas companies: Total, Shtokman Development AG, Gazprom Company and Bureau Veritas (engineering proposals) • Organized a part of the Moscow International Oil and Gas Exhibition (MIOGE 2009).