Eiman Al-Thwaini

· Recruit and select quality applicants for vacancies
· Conduct background investigation and reference checking
· Creating job offer letters and coordinate new hire process.
· Focusing on training and development in addition to creating programs depending on department needs
· Created forms and evaluation fill-out reports to alleviate work flow and load.
· Update CEO and Executive members on a quarterly basis of all HR productivity and progress
· Assist management with major change initiatives in the business from the HR perspective
· Monitor company budgeted head count
· Approved by SAMA (Saudi Arabia Monetary Association)
· Conducts exit interviews to determine reason for turnover and develop strategy to increase retention, as needed.
· Participate in establishing HR Policies & Procedures
· Resolve all employee issues
· Vacation follow up
· Update Personal files
· Follow up on attendance report
· Implement and follow up on SAMA’s rules and regulations
· Member of the Numerations and Remuneration Committee

•Communicate with Operation team particularly with Operation Managers concerning various components needed to initiate, run and conclude major projects.
•Duties include coordinating schedules and activities, placing orders for supplies and services, and tracking progress and results.
•Maintaining department database records
•Support the operation team in most aspects serving as a liaison between the Operation and the Finance, HR, Administration, GRO’s and Training.
•TAM workspace access (BHI Market Research)
o View Market summary reports
o Create a New Project and Enter Market Information
o Update Marketing summery monthly
•Communicate training schedules to all managers and supervisors.
•Assists Operation managers to plan and organize course schedules in accordance with available resources and operational needs.
•Handles special projects, as assigned i.e. Modifies and improves courses based on feedback
•Confers with management to determine technical training needs of the organization.
•Created a simplified Employee Training Follow-up Matrix as back up for the system.
• Made sure that all employees completed their mandatory FCPS and Legal online training (LRU’s).
•Hiring
•Focused on oversees recruiting
•Contracts- Conducted local and international contracts
•Headcount update and follow-up
•Conducted employee letters as per request
•Promotions
•Resignations
•Salary determination based on company salary scale
•Worked on employee benefits such as:
•Health care insurance
•Life insurance
•Disability insurance
•Retirement
•Tuition Assistance Plan
•Employee and labor relations
•Day to day administration of policies and programs
•Assisted in policy development.
•Communicated HR related programs and policies to managers and employees.
•Updated department’s Organization chart
•Updated department’s contact list
•Commuted and followed up on work Visa process
•Made sure new hires did their New Hire Orientation