HR Manager
Midpharma
Total years of experience :20 years, 8 months
Strategy
• Provide strategic guidance and partnership to business leaders, enabling delivery of the People Plan.
• Identify, priorities and develop organizational capabilities and behaviors to build a workforce that is futureready.
Business
• Effectively partner with, challenge and influence business leaders to deliver the right outcomes on peoplerelated decisions, focusing on key agenda items such as Diversity & Inclusion and Wellbeing.
• Be a disruptor, driving culture change and delivering change initiatives.
• Lead People Forums for drive projects and deliverables that relate to People Plan
• Deliver an adaptable, right-sized, right-shored operating model focused on improving productivity
• Provide advice on OD activity and conduct reviews on key OD aspects to optimize the shape of the
workforce
• Lead Performance Management activities and act as a counselor for Functions Heads in matters related to
performance evaluations, KPI’s and setting expectations.
Processes
• Identify areas for improvement in HR processes, providing feedback and escalating issues where
appropriate to relevant Stakeholders to enhance client experience and improve productivity within HR.
• Develop, implement and manage the recruiting, talent management, and policy strategies for the
organization, including recruiting and retention, compensation, employee relations. Provide effective
guidance and counsel to management on strategic human resource matters.
• Review and assess job duties and responsibilities in conjunction with current market and wage trends to
recommend and or establish appropriate salary grades and guidelines.
- Develop human resources strategic plan to support overall business plan for the company.
- Recruits first line interviews and extends offers to candidates.
- Plans and conducts new employee orientation to foster positive attitude toward company goals.
- Keeps record of insurance coverage and personnel transactions such as hires promotions transfers performance reviews and terminations.
- Provides consultative services to work teams to coach resolution of employee issues in the area of performance management.
- Develops and provides training for leader in this area.
- Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
- Represents organization at HR related hearings and investigations.
- Assess needs for training at all departments
- Set career development plan for employees to help them develop within the company
- Develops Orientation Training Program for new comers
- Communicate with the training organizers to arrange for the best value of the trainings.
- Keep-up with the new training and development trends and adapt what suites the company.
- Measuring the effectiveness of divisional training programs through testing.
- Handle the effectiveness of programs developed and / or administered.
- Develop higher skills from within the existing workforce.
Participating in Formulating Policies, Goals and Proposing Strategies:
- Participating in the establishment of strategies, policies and goals for the Division, as well as for the company.
- Deriving and developing medium and short-term plans and executive programs to manage and achieve company’s goals.
- Advising top management on strategic business developments, key corporate planning issues and recommending various business decisions.
- Monitoring Division’s performance against pre-set performance goals to ensure that progress is achieved in the desirable direction and preventive/corrective actions are taken accordingly.
- Setting the estimated budget, and monitoring Division’s expenditures and the financial performance in coordination with the Vice President- Finance.
- Disseminating instructions, circulars and information in addition to issuing administrative, organizational and technical decisions necessary to fulfill endorsed plans and executive programs.
- Conducting periodic meetings with subordinates within the Division to ensure that priorities are clear and workflow is running smoothly.
Executive and Technical Duties:
- Managing all the company’s administrative activities to ensure high quality internal admin services.
- Regularly monitoring and evaluating the efficiency of all administration services; assessment of work load, administrative and support systems, internal reporting relationships; and identifying opportunities for improvement and direct the implementation of changes.
- Managing the implementation of Human Resources strategies, systems, procedures, and forms in addition to formulating and recommending policies, regulations and practices for conducting human resources programs.
- Supervising the communication of Human Resources-related policies and procedures to all employees and responding to inquiries regarding them in each Division/Department.
- Managing the development of the organizational structure, culture and climate in which employees have the competency, concern, and commitment to serve company’s clients.
- Studying statutes, regulations and keeping abreast of their updates to determine their legal implications on the organization.
- Developing human resources systems in the organization to enhance the productivity and organizational performance through setting plans in coordination with the organization’s top management and different functions.
- Setting the estimated budget, and monitoring the HR & Admin Division’s expenditures and financial performance.
- Develops and administers an effective recruitment program.
- Prepares, recommends, and maintains records and procedures for controlling personnel transactions and reporting personnel data.
- Designs personnel forms and directs the maintenance of personnel records by all departments.
- Proposes, publishes, and administers HR Policies and Procedures.
- Conducts salary surveys.
- Administers classification programs, which includes classifying and reclassifying positions, and writing job descriptions.
- Processes all new employees and all change-of-status forms.
- Maintains permanent personnel records.
- Conducts orientation programs.
- Coordinates grievance panel nominations, hearings, and activities.
- Responsible for labor relations.
- Monitors performance appraisal programs.
- Monitors workers' compensation claims and coordinates work between employee and insurance carrier.
- Maintains complete attendance records.
1. Develops and administers various human resources plans and procedures for all company personnel.
2. Plans, organizes, and controls all activities of the department. Participates in developing department goals, objectives, and systems
3. Implements and annually updates compensation program; rewrites job descriptions as necessary; and develops merit pool (salary budget); analyzes compensation; monitors performance evaluation program and revises as necessary.
4. Develops, recommends, and implements personnel policies and procedures; prepares and maintains handbook on policies and procedures; performs benefits administration to include claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost effectiveness, information activities program, and cash flow.
5. Conducts recruitment effort for all personnel, students, and temporary employees; conducts new-employee orientations; monitors career pathing program, employee relations counseling, outplacement counseling, and exit interviewing; writes and places advertisements.
7. Establishes and maintains department records and reports. Participate in administrative staff meetings and attends other meetings, such as seminars. Maintains company organization charts and employee directory
8. Evaluates reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
9. Performs other incidental and related duties as required and assigned.
• Acting as a head of the HR department and reporting directly to the GM.
• Strategic planning for the department function from scratch.
• Posting advertisements for new employees in newspapers, on the internet or in trade specific magazines. Contacting employment services or even executive recruiters for very specialized postings.
• Managing all aspects of the Payroll system .
• Developing careers and performance management tools.
• Ensuring all record keeping with regards to workman's compensation, health and medical insurance, and other government regulations is completed as required.
• Overseeing the human resources department staff and handling all issues involving employee complaints or questions that cannot be answered by other staff.
• Managing office or agency health, safety and mental health and well-being issues.
• Working with employers and employees in training and in-service presentations as required.
• Hiring, supervising, training, monitoring and dismissal of staff.
• Administration of the employee benefit program.
• Administration of recruitment, dismissal and staff counseling.
• Administration of the salary system.
• Establishment of employee's personnel files system.
• Establishment of standard contracts with employment.
• Negotiation with outside authorities with respect to Human Resource issues.
• Implementation of the Disciplinary procedure.
• Set up a career development and succession plans.
• Auditing the company's policies and procedures to meet changes.
• Lunching company's culture and values.
• Preparation and implementation of appraisal system.
• Administration of the employee benefit program
• Administration of recruitment, dismissal and staff counseling.
• Administration of the salary system
• Establishment of an employee personnel file system
• Establishment of standard contracts with employment
• Negotiation with outside authorities with respect to Human Resource issues.
• Implementation of the Disciplinary procedure.
• Set up a career development and succession plans.