Recruitment Manager
Saudi House Recruitment
Total years of experience :19 years, 9 Months
• Managing the office, organizing and following up the workflow.
• Supervising general contracts with clients, foreign offices and local companies.
• Coordination with external offices regarding the arrival of the workers and maids to the Kingdom.
• Supervising marketing and sales campaigns and attracting more clients
• Responsible for recruiting new employees and setting up a work mechanism within the office.
• Checking the sales staff to ensure that funds are received from customers through the website and entering the company's accounts.
• Transferring the sponsorship of returned maids in case the problem between the client and the maid is not resolved.
• Solving the maids' problems with clients and find appropriate solutions that satisfy all parties.
• Explaining to clients the importance of dealing with maids and the weaknesses and strengths of the maid.
• Coordination with external offices to explain the communication of the nature of work with families within the Saudi society and the culture of its people.
• Coordination with external offices to explain the culture of the Kingdom of Saudi Arabia, the requirements of clients and the specifications of the required maids.
• Bringing in professional and non-professional labor from all countries for local companies.
• Communicating with local companies to determine the actual needs of professional employment.
• Conducting cooperation with local companies on recruitment.
• Recording office expenses and managing the annual budget.
• Contracting with marketers to market maids and labor.
• Organizing meetings with senior management and making business records.
• Supervising and coordinating with the employees to receive the maids to the Kingdom, and to ensure that the client receives his maid.
• Contracting with local companies to bring in their skilled and experienced workers from all countries.
• Responding to customer inquiries and complaints directly.
• Reviewing and updating work policies, treating any defects in office procedures and ensuring compliance with them.
• Verifying compliance with labor laws and human rights in accordance with the controls of the Ministry of Labor.
• Assigning the delegate to review the relevant government agencies, if necessary.
• Developing an annual plan for the human resources department, analyzing the current situation of the department, and working to achieve the goals.
• Ensuring that the human resources policies and procedures are updated annually according to work requirements, ensuring the implementation of procedures, and providing advice in developing policies and procedures for each department.
• Supervising the effective implementation of all administrative processes, including those affecting sources of expatriate workers, visas, recruitment and end of service.
• Managing and resolving labor issues and employee relations with the company through effective, thorough and objective investigations.
• Full supervision of human resources management and administrative affairs.
• Updating job description for all jobs in cooperation with department managers.
• Participation of departmental directors in providing advice to them and working on career development - and disciplinary administrative measures.
• Working closely with the management and its employees in order to improve the employee's relationship with work and build morale, increase and maintain productivity.
• Helping HR supervisors and their employees to work on maintaining human resources records by designing the inbound and outbound system, maintaining past and current records and ensuring follow-up on them.
• Ensuring that the application of the labor law system and the application of penalties for violations are within the approved regulations.
• Helping new employees who have been selected to work and follow up with them to expedite the procedures for coming to the Kingdom.
• Maintaining the development of the recruitment strategy by searching for distinguished cadres to fill vacancies. The Human Resources Department also participates with other departments in determining the actual vacancies for them with developing an action plan to reduce recruitment costs, recruiting and maintaining the employees working in the company.
• Travelling to cities for various assignments to see the progress of work.
• Supervising the development of the annual training plan for all company employees and coordinating with other departments and department managers to conduct training courses for company employees to determine the actual training needs for them.
• Supervising the annual evaluation of the company's employees and following up with the department managers to set standards and goals for each evaluation according to each profession.
• Bringing offers from insurance companies to choose the best companies to contract with on medical insurance, assets and cars
• Supervising medical additions for new employees, as well as procedures for deleting, correcting, modifying, and monetary claims.
• Supervising and following up on financial claims from insurance companies.
• Management of health insurance for employees, projects and car insurance in the company.
• Supervising the annual leave schedule for employees and disbursing their dues.
• Preparing employee extracts in case of leave and end of service according to the work system.
• Supervising and following up the renewal of residency permits, passports, work cards, and visas to renew them.
• Communicating with all employees of the administration and ensuring the mechanism of work and addressing any internal problems, if any.
• Approving the approximate budget for each sector and department to know the actual needs for employment and recruitment during the year with the participation of managers of sectors and departments to determine employment priorities, target countries and coordination with sister sectors and companies to determine the type of jobs and professions required.
• Supervising the publication of jobs in local and foreign newspapers through several sources such as (daily and weekly newspapers - free websites - Social Media such as (Bayt.com - naukrigulf.com... etc.)
• Referring to the CV database that facilitates the process of selecting candidates for interviews.
• The mechanism of recruitment on the basis of the annual recruitment plan for each department and sector and communication with sister companies to achieve the strategy of the group and to outsource their own according to the requirements and needs of the sector or company.
• Continuous communication with external offices on the completion of the external recruitment procedures and making the necessary arrangements for their termination after approval and selection of candidates by the approved committees.
• Supervising travel committees to meet candidates in coordination with other departments to receive confirmation of reservations (airline - hotels) and coordinating with other employment offices to conduct interviews of candidates based on a short list of candidates suitable for work up to specialized levels.
• Preparing a summary report on the status of all the candidates who have been interviewed and selected.
• Supervising job interview work through SKYPE.
• Supervising the preparation of job offers and letter of appointment for all candidates selected for this position.
• Supervising and following up with the candidate until he is authorized to work in the United Kingdom and reach the job site.
• Continuous coordination with the Personnel Department and the Administrative Services Department to provide and secure new housing for the employee and to dispatch the employee quickly to the work site.
• Introducing the newcomers to the company's systems, the policy and the procedures followed to facilitate the speed of identification with different people through (welcome letter - administrative circular - identification card - residence - account number - hotel reservation .... etc.)
• Supervising the processing of the visa file submitted to the office for work.
• More than 10, 000 employees were employed from the beginning of 2009 until 2020 in several fields.
• Developing an annual training plan and budget for the employees of the departments and sectors in cooperation with the directors of the departments according to each department and specialization.
• Supervising the annual performance evaluation through the required standards and goals and working to determine the quality of training for the employee to identify weaknesses and strengths to address them in order to improve the employee's performance.
• Determining the training needs of the company’s employees based on the company's goals to develop an employee tool.
• Contracting with several training centers for employees at competitive prices commensurate with the company's training needs.
• Establishing a training program for employees by examining the knowledge (evaluation of the employee before the session - after the session - and evaluation of the trainer - and evaluation of the training material and its content - and the trainer evaluates the trainee after the session).
• Monitoring the trainee after completing the course to know the actual benefit of this course.
• Supervising the evaluation of the trainee after three months from the date of joining the course to review his weaknesses.
• About 700 employees have been trained through holding courses inside and outside the company.
1. Develop an annual plan to manage human resources and analyze the status of management and work to achieve the goals.
2. Ensure that policies and human resources are constantly updated according to business requirements, ensure implementation of procedures and apply them, and advise on policies and procedures for each department.
3. Supervise the effective implementation of all administrative processes sufficiently affecting the sources of expatriate labor, visas and end of service.
4. Managing and solving labor issues and employee relations with the company through conducting effective, comprehensive and objective investigations.
5. Full supervision of human resources management and administrative affairs.
6. Update the description and job description of all posts in collaboration with the directors of departments.
7. Participation of directors of departments from providing them with advice and work on career development - and disciplinary administrative procedures.
8. Work closely with management and its staff in order to improve the employee's relationship to work and to build morale, increase productivity and maintain.
9. Assist human resource supervisor and their staff in working on maintaining HR records through the design of the publishing system
10. Ensure that the application of the labor law system and applications to violations within the approved list.
11. Helping new employees who have been selected to work in the company and follow up with them on the speed of ending their procedures to come to the Kingdom.
12. Maintain the development of recruitment strategy through the search for outstanding cadres to fill the vacancies and that manages the human resources with other departments to determine the actual vacancies with the development of a plan of action to reduce the cost of recruitment and retention of employees of the company
13. Supervise the development of the annual training plan for all employees of the company.
14. Supervise the annual evaluation of the company's employees and follow up with the managers of the departments of setting standards and objectives for each evaluation according to each profession.
15. Issue the internal regulations of the company compatible with the Labor Office.
16. Prepare monthly reports to determine the management performance to see the achievement indicator.
17. Permanent contact with external and internal recruitment companies and communicate with them to obtain the best candidates.
18. Contribution and participation of management in the decision to build the organizational structure of the company.
19. Improve communication and teamwork through employee entertainment programs.
20. Dealing with various issues / inquiries from various relevant HR department.
21. Supervising the issuance of a booklet to work on the procedures in force in the company and handing over a copy to each new employee in order to facilitate and familiarize the employee with the company's internal regulations and policies and procedures in force.
22. Activate the role of human resources departments and determine their suitability within the tasks required of them to achieve management objectives
23. Supervision of the annual evaluation of employees in the company managers of other departments
