Maha Abdul-Halim PHR

 Recruitment and Selection:
• Design and implement the overall business recruitment strategy.
• Maintain the Workforce planning by establishing a recruiting, assessment and interviewing program, conducting and analyzing exit interviews.
• Act as the main point of contact to build relationships with resourcing external agencies as required.
• Create Job Descriptions for the required vacancies.
• Source and recruit candidates by using different types of recruitment sourcing whether internally or externally (data bases, social media, ..etc).
• Conduct interviews using reliable various reliable recruiting and selection methods/tools to filter candidates.
• Measure, update and communicate employees attrition rate, turnover rate, employees turnover cost and preventable turnover percentage against KPIs and objectives.
• Collect data on cost-per hire, time to hire, the impact of continues improvement of work process on cost saving.
• Complete the appointing procedure (Job Offers, Check References, etc.
• Deliver induction program to help new staff quickly understand their new roles and responsibilities and the company expectation from them.
 Organizational Development:
• Creation and management of resources Talent/ succession plans for all levels, being the first point of contact for filling vacancies and identifying sourcing requirements for the business and to deliver an outstanding talent cycle for all employees.
• Support in creating, implementing the development of career progression through Talent/ Succession plan.
• Provide expert functional advice and targeted advice to leadership team to create a true talent culture.
 Employee relation:
• Handle employees’ grievances and implement appropriate disciplinary procedures.
• Maintain discipline and motivated work climate across the team.
• Respond to internal and external employee’s related quires, requests, issues and provide assistance.
 Payroll:
• Supervise all payroll aspects to assure timely and accurate processing of payroll.
• Ensure that all transactions and reports are processed according to the internal policies and guidelines.
• Administer the monthly payroll generation and ensure that all transactions (including attendance, deductions, advance payments, social security, etc) are entered and updated on the system.
• Handle leave and indemnity calculations.
• Monitor trends in the competitive market and ensure the pay level allow the attraction and retention of talents.
 Personnel and Administration:
• Manage Residencies, visas, quotas, Corporate Affairs, licenses and registration.
• Circulars.
• Ensure legal compliance throughout human resource management.
• Work closely and follow up with the lawyer office regarding the status of the current court cases related to the employees, company’s licenses and properties and provide them with all the facilities to process and close each case in an efficient manner.
 Strategic Planning and Reporting:
• Performance evaluation.
• Update Organization Structure.
• Create and amend the Employee Hand Book.
• Create Update Policies, procedures and code of conduct.
• HR Monthly and yearly reports.
• HR Budget.

Managing all HR Unit areas including but not limited to :
1. Recruitment:
• Workforce planning and follow-up with department’s heads to implement the plan.
• Create Job Descriptions for the required vacancies.
• Job postings through social media, head hunting websites and newspapers.
• Resumes shortlisting, screening, interviewing.
• Participate in candidate’s assessments.
• Check References.
• Complete the appointing procedure (Job Offers, Contracts, Temporary contracts, Training & staff development courses).
• Build networks to find qualified candidates.
• Orientation and on-boarding process for the new joiners.
2. Personnel:
• Payroll, Leave& Indemnity calculations.
• Manage Terminations & Resignations.
• Manage the Employee Exit.
• Residencies, Corporate Affairs
• Social Security.
• Employees’ life and medical Insurance
• Employment Certificates (Salary, Experience, Appreciation, etc..)
• Circulars.
• Arrange for Events, recognition ceremonies, Farewells, Family Days, etc..
3. Strategic Planning and Reporting:
• Creating the HR Unit’s daily and monthly objectives.
• Update Organization Structure.
• Employee Hand Book.
• Policies, procedures and code of conduct.
• HR Unit Monthly and yearly reports.
4. Projects:
## Companies Under Liquidation Projects 1 - Payroll
2 - Staff Terminations

Managing all HR Unit areas including but not limited to :
1. Recruitment:
• Workforce planning and follow-up with department’s heads to implement the plan.
• Create Job Descriptions for the required vacancies.
• Job postings through social media, head hunting websites and newspapers.
• Resumes shortlisting, screening, interviewing.
• Participate in candidate’s assessments.
• Check References.
• Complete the appointing procedure (Job Offers, Contracts, Temporary contracts, Training & staff development courses).
• Build networks to find qualified candidates.
• Orientation and on-boarding process for the new joiners.
2. Personnel:
• Payroll, Leave& Indemnity calculations.
• Manage Terminations & Resignations.
• Manage the Employee Exit.
• Residencies, Corporate Affairs (company’s official licenses, registrations, clearances, court cases, etc.)
• Manage Social Security.
• Monitoring the Kuwaitization quota and maintain a proper positioning.
• Employees’ life and medical Insurance
• Employment Certificates (Salary, Experience, Appreciation, etc..)
• Circulars.
• Arrange for Events, recognition ceremonies, Farewells, Family Days, etc..
• Visit departments and showrooms to discuss any administrative complains and issues.
3. Strategic Planning and Reporting:
• HR Action Plan
• Update Organization Structure.
• Policies, procedures and code of conduct.
• HR Unit Monthly and yearly reports.
4. Projects:
## KOC Audio Visual Project 1 - Staff Recruitment
2 - Payroll
## KNPC Security Systems Project
1 - Staff Recruitment
2 - Payroll

Roles and Responsibilities:
• Managing & Processing Payroll, leave & Indemnity.
• PIFFS (Kuwaiti & GCC).
• Recruitment process (Internal/External Resources, Screening - Short listing Conducting Interviews for Particular Positions till Selecting and appointing procedure.)
• Job Offers, Contracts, Temporary contracts, Training & staff development courses.
• End of services.
• Prepare and update HR systems, remuneration packages, and follow up annual promotion, assessments and performance appraisal.
• Update and improve HR policies and procedure documentation, Handbook and ensure implementation of those policies.
• Updating Job Descriptions & Organizational Structure.
• Following up with other departments for HR requirements.
• Handling Admin Affairs (visas, residencies, work permits, Court cases etc.)
• Negotiate best deals from - Telephone, Maintenance Airlines, Insurance Companies, in addition to Hotels and Restaurants…etc.
• Coordinate with Group Marketing in “Employment Branding” (Events, Farewells Family Days, benefits and discounts, ..)