أحمد محمد عبدالقادر مصلح

Role Summary

Support and aligned to senior stakeholders to ensure the people strategy and tactical HR and Admin activities are aligned to the business goals, values and vision. Responsible for working closely with the HR and Admin Manager to develop and implement effective resource planning whilst ensuring internal and external selection procedures and practices meet business needs legislation and good practice requirements.

1. Recruitment and Selection

· Design and implement the overall business Recruitment Strategy.

· Maintain the Manpower planning by establishing a recruiting, assessment and interviewing program, conducting and analyzing exit interviews.

· Continually review and manage the Resource and Manpower plan, ensuring that it is updated and in line with recruitment, transfers and attrition targets.

· Act as the main point of contact and build influential relationships with resourcing external agencies as required.

· Source and recruit candidates by using different types of recruitment sourcing whether internally or externally (databases, social media, ….etc.).

· Deliver induction program to help new staff quickly understand their new roles and responsibilities and the company expectations of them.

· Collaborate with the marketing team to effectively rebrand recruitment materials and post jobs to appropriate job boards/newspapers/colleges etc.

· Use own creativity to conduct interviews using various reliable recruiting and selection tools/methods to filter candidates within schedule

· Measure, update and communicate employee’s attrition rate, turnover rate, employee turnover cost, and preventable turnover percentage against KPIs and objectives.

· Among other potential recruiting and hiring measurements, collect data on cost-per-hire, time to hire, the impact of a continuous improvement process on cost savings, and the improvement of work processes in the time taken or steps involved.

2. Organizational Development

· Work collaboratively with the Head of HR and Admin and HR and Admin Manager in proactively identifying any key areas of focus or issues so that these can be given due consideration in collective decision making

· Creation and management of Resource and 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 Plans

· Provide expert functional advice and targeted coaching to leadership team to create a true ‘talent culture’.

3. Employee Relation

· Handle employee grievances and implement appropriate disciplinary procedures.

· Assist in maintaining discipline and motivated work climate across the assigned team.

· Assist in creating a high performing work environment for the business through various employee engagement exercises and related actions.

· Respond to internal & external employee related queries, requests, issues and provide assistance.

4. Administration process

· Soft folders - to be filed in the appropriate filing cabinet within the electronic directory or as appropriate after diary date and time has been set in consultation with the Head of Department as noted in the correspondence.

· Reviews documentation for accuracy and make any necessary adjustments. Obtains necessary approvals.

· Develop and maintain a filing system.

· Updating and maintaining information, records, reports etc.