HR professional Trainer
Freelancer
Total years of experience :20 years, 9 Months
Demonstrated ability to develop, review and implement new training programs and update existing programs for new work methods and monitor their effectiveness accordingly
• Able to oversee programs for improving the technical competence of personnel
• Experience in planning, organizing and conducting acquisition seminars for employees
• Highly skilled in setting up trainings and conferences
• Hands-on experience in determining course learning objectives and teaching techniques and designing curricula;
• Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and
recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment
processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning,
employee relations and retention, AA/EEO compliance, and labor relations.
• Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning,
monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and
customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
• Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances;
aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of
variances.
• Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting
fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines;
communicating and enforcing organization values.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to
requirements; advising management on needed actions.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal
networks; participating in professional organizations.
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities
to add value to job accomplishments.
• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection;
conducting and analyzing exit interviews; recommending changes.
• Prepares employees for assignments by establishing and conducting orientation and training programs.
• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and
scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling
management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
• Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends;
recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids;
awarding benefit contracts; designing and conducting educational programs on benefit programs.
• Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting
investigations; maintaining records; representing the organization at hearings.
• Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing
personal networks; participating in professional societies.
• Completes human resource operational requirements by scheduling and assigning employees; following up on work results.
• Maintains human resource staff by recruiting, selecting, orienting, and training employees.
• Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
• Contributes to team effort by accomplishing related results as needed.
• Review the H.R. received plans, the job specifications for the key persons, deployment sheet and the employee's data base.
• Develop a selected list for the new required candidates, and present for the CEO review to determine the recruitment method.
• Develop the vacancy announcement/ advertisement /contact the recruitment body.
• Receive and review the candidates C.V.(s) and develop the list for the selected candidates and present for the manager in charge
review.
• Participate with the manager in charge to determine type of evaluation according to the required needs.
• Invite/announce the candidates and the assigned interviewer/panel.
• Verify the candidate’s references (if necessary) and identify the best candidate.
• Results feedback for the non selected candidates.
• Prepare selected candidate’s offer, and deliver for acceptance.
• Prepare the contract, present for both parties signature and update the employees’ data base.
• Establish the head office and the project area positions list ( short and long term needs ) and fill in the competed salaries for each
position.
• Design the position features: the title, the salary scale and the relevant promotion for each position.
• Establish the promotion career for each position and the relevant recognition amount.
• Participate with the manager in charge in reviewing the employee’s appraisal report and compare the career development
requirements with the actual appraisal for the new employee.
• Identify the gap for each employee; inform the employee and the manager in charge.
• Participate, when required, with the employee and the manager in charge to determine what changes are necessary to improve the
performance and achieve objectives.
• Develop the plan to fill the gap, acquire mgr. and employee's acceptance.
• Determine the employee's annual regular career development needs. Identify the required training courses and the required
learning program.
• Participate with the manager in charge to identify type of internal training.
• Participate with the manager of quality to develop the annual/ short term training plan and the required budget.
• Develop the annual external training plan and the required budget.
• Develop the consolidated internal and external plan and the equivalent total amount. Present for the CEO approval.
• Develop quarterly internal/external training schedule and deploy to all employees.
• Discuss any modifications request and reissue the plan, if necessary, and deploy to the concerned parties.
• Participate with the manager of quality to calculate and report the effectiveness and efficiency of the training plan.
• Identify the new job holder requirements (tools, equipment, stationary...).
• Present for the CEO approval, the evaluation criteria for each hierarchy level and the evaluation standards.
• Develop the annual appraisal plan and deploy to all involved parties.
• Deploy the approved annual compensation plan to all concerned parties at all levels.
• Develop the employees’ monthly pay rolls. Corrective and preventive actions procedure:
• Implement the procedure where required.
• Implements human resources programs by providing human resources services, including talent acquisition, staffing, employment
processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession
planning, employee relations and retention, AA/EEO compliance, and labor relations; completing personnel transactions.
• Develops human resources solutions by collecting and analyzing information; recommending courses of action.
• Improves manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected
solution; coaching and counseling managers and employees.
• Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing
information; fulfilling transactions.
• Manages client expectations by communicating project status and issues; resolving concerns; analyzing time and cost issues; preparing
reports.
• Prepares reports by collecting, analyzing, and summarizing data and trends.
• Protects organization's value by keeping information confidential.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing
adherence to requirements; advising management on needed actions.
• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks;
participating in professional organizations.
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring
opportunities to add value to job accomplishments.