HR Manager
Rentokil Company/Rezayat Group
Total des années d'expérience :13 years, 0 Mois
Managing manpower planning and determine short/long term staffing need
Managing full recruitment process for all levels
Managing day-to-day HR operations
Managing the organization structure
Ensuring company policies and procedures are followed by all staff
Managing performance appraisal
Managing compensation and benefits related tasks such promotion/demotion, salary correction, position correction and ensure our salary offer fall within market and internal equity
Handling and managing all government webs such GOSI, MOL, TAMM, Qiwa, and Mudad
Managing all admin related tasks
Managing legal case related to employees and business
Managing and resolving complex employee relations issues and ensure our approaches are in line with labour law
Serving as the liaison between JVs management
Ensuring a safe, secure, and well-maintained facility that meets environment, health, and security standards
Ensuring Operations department receive all support they need in order to serve our clients
Provided support and assistance to the Human Resources Manager
Performance Appraisal:
Take part in the performance review process
Handle and processed the annual performance appraisal
Communicate the performance appraisal result with the employees
Coach line managers and supervisors on conducting the performance appraisal
Created and implement job analysis form that aligned with organization goals
Updated the existing job description using professional methods
Created job analysis and job descriptions for new positions
Helped HR staff create project timelines and deadlines
Managed the organization structure
Worked closely with top management to improve organization structure to meet its goals
Maintained and updated HR policies, procedures, instructions and forms directed by the HR manager
Assisted with Collation, analysis and reporting of statistical and HR Data
Worked closely with managers’/departments’ heads to forecast manpower need and create yearly plan
Assisted in attracting qualified candidates including resume screening, interviewing, and salary negotiating
Managed and resolve complex employee relations issues and ensure our approaches are in line with labour law
Handled and process all compensation and benefit related tasks including but limited to promotions, salary adjustments, position corrections, salaries for new hiring employees...etc.
Administrative tasks:
Coordinated with the relevant Personnel/Government Relations Department on work visa requirements and issues
Provided administrative support to management and other staff
Used Microsoft Office Suite including word process, spreadsheet, and database software to prepare reports, memos, and documents
Human Resources tasks:
Handled the company complete Recruitment Life Cycle including sourcing, screening, evaluating, salary negotiations, background and reference checks
Coordinated technical interview process
Implemented and maintained healthcare coverage for the employees
Established database and stored all applicants’ resumes using excel sheet
Negotiated with the accepted candidate on the salary and benefits package in order to obtain a fair and equitable price and agreed by both parties
Prepared the job offer(s) based on the agreed package and facilitated on its approval to ensure the timely submission to the candidate/agency concerned
Discussed with the VP on negotiated job offer package or any salary issues (e.g. high asking price, offers made by the department directly) for this reference and action
Informed all relevant parties on arrival of newly recruited employees in order to facilitate in the provision of the different requirements
Designed job advertisements, in close coordination with the recruitment agencies, for bulk manpower requirements
• Prepared daily, weekly and monthly reports (production and maintenance)
• Supervised and conducted live demonstrations for marketing purposes
• Ensure implementation and evolution of safety procedure
• Monitored the production processes and adjusting schedules as needed
• Maintained a record of appointment and keep it updated at all times.
• Contacted and coordinated with specific parties to arrange meetings and/or appointments as needed
• Scheduled and recorded the concerned parties appointments (e.g. clients, subordinates, other department heads) to the director
• Sent out faxes originated from the department or its employees upon request and keep proper records of the faxed document and sent confirmation
o Recruitment and Selection: developed job advertising, job analysis and description, interview process, and competency profiles. Designed strategic staffing processes to maintain organizational effectiveness, analyzed trends in the organization’s environment and developed appropriate Human Resources responses. o Compensation: Implemented a road map to evolving compensation strategy. Designed effective compensation program according to current best practices, focusing on performance-based approaches to compensation that help create programs that support an organization’s broad-based strategic needs. o Employee Development and Coaching: Demonstrated processes centered around the roles and responsibilities of HRD professionals, a model of training, the importance of needs analysis, strategic goal setting, program design, on and off-the-job training methodologies, transfer of training, training evaluation and costing, the diversity of training programs, as well as the management development process o Organizational Development: Developed a change management strategy. Conducted a research and presented key findings on best practices related to a variety of key organization development concepts, such as: the process of organization development; human process interventions; techno-structural interventions; human resources management intervention; strategic interventions and special applications of organization development, including corporate coaching. o Strategic HRM: Analyzed the organization internally and externally and provide strategic recommendations based on an organization’s human capital. Developed strategic HR plans in concert with the organization’s strategic plan; and implement plans to address gaps in an organization’s capabilities in order to carry out strategic plans. o Occupational Health and Safety: identified and developed Occupational Health and Safety consistent with the organization’s strategy
Microsoft Office