HR Group Manager
Luna Industrial Investments Group
Total years of experience :30 years, 1 Months
Job Overview:
My goal is to originate and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
Another important goal is to coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.
Job Summary:
Responsible for managing and delivering a full range of human resources programs and services, including: talent acquisition, talent development, organizational design and development, employee relations, compensation administration and compensation program implementation, training needs assessments, performance appraisal, building up HR budget, liaise with the upper management in achieving Co. goals and provides the CEO with HR data needed for decision making
Job Overview:
My goal is to originate and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
Another important goal is to coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.
Job Summary:
Responsible for managing and delivering a full range of human resources programs and services, including: talent acquisition, talent development, organizational design and development, employee relations, compensation administration and compensation program implementation, training needs assessments, performance appraisal, building up HR budget, liaise with the upper management in achieving Co. goals and provides the CEO with HR data needed for decision making
Job Overview:
My goal is to originate and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
Another important goal is to coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.
Job Summary:
Development of the Human Resources Department
• Oversees the implementation of HR programs, monitors administrative activities to established standards and procedures and identifies opportunities for improvement and resolves any discrepancies
• Develops and monitors an annual budget that includes HR services, employee recognition, sports teams support, etc. …
• Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
• Conducts a continuing study of all HR policies, programs, and practices to keep management informed of new developments.
• Establishes developmental measurements for each directorate that support the accomplishment of the company's strategic goals.
• Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Other functions …….
Training and Performance appraisal Development
• Defines all HR training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Other functions …….
Employment
• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce
• Interviews management- and executive-level candidates; serves as interviewer for position finalists.
• Chairs any employee selection committees or meetings.
Employee Relations
• Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
• Partners with management to communicate HR policies, procedures, programs and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Other functions …….
Compensation
• Establishes the company wage/salary structure, pay policies, and oversees the variable pay systems within the Co including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Monitors all pay practices for effectiveness and cost containment.
• Leads participation in at least one salary survey per year.
Benefits
• With the assistance of the CFO, obtains cost effective, employee serving benefits; monitors national benefits environment for and cost savings.
• Leads the development of benefit orientations and other benefit training.
• Other functions …….
Organization Development
• Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Manages employee communication and feedback through Co. meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Other functions …….
N.B.: small area to include other activities
Job Summary:
Achieves organization business objectives / priorities by researching and developing medico-marketing opportunities
Reporting to the Managing Director, in managing the overall provision of HR Strategic activities, policies and programs within the framework of local and global environment (in relation to medical & marketing team)
Create & manage benefit edges for identified and agreed priority products within local business portfolio
Maintaining a positive attitude that motivates teamwork in order to achieve a favorable company’s image/position within the business.
To grow sales faster than the market and to manage controllable expenses
Ensuring that the employee relationship policies reflect the company’s values with regards to employee’s welfare, wellness, safety and health
Responsibilities:
1) Human Resources Strategic Planning
2) Job evaluation and Managing Work Flow
3) Recruitment, Selection and Placement
4) Training and Employees Development Programs
5) Performance Appraisal System and Process
6) Compensation and Benefits with Pay-structure
7) Managing Employees Relations
Major Responsibilities and Key Acciutabilities:
1) Therapy Area Strategic Planning for the Anti-Infectives, Anti-Viral, HIV / AIDS, and the Cardiovascular Portfolios
2) Conducting & Managing Clinical Trials for the Cardiovascular Line
3) Regulatory Functions
4) Planning, organizing, directing, and controlling the Medical Affairs Managers and the Clinical Research Associates functions to ensure the coordination of the whole team
Curriculum compoded of 7 main subjects: Labor Law, Compensation & Benefits, Recruitment & Selection, Training & Employee Development, Contemporary management, Organizational Behavioe and HR-Information Systems
Master Of Business & Administration - First Semestrer
Certificate of Completion
18 Subjects divided on 6 Semesters held in 2 years with GPA : A+