HRBP
SOTUSEL
Total des années d'expérience :11 years, 5 Mois
Identify of departments needs of Recruitment.
Recruitment planning
Creating Job description .
Make job announcement.
Cv selection
Phone screening candidates
Interviewing candidates.
Psychotechniques test
Candidates evaluations
Contract closes negotiations
Hiring processes (job offer, Contract, work permit, employment visas..)
Onboarding
• Collaborating with business leaders to understand organizational objectives and align HR strategies accordingly.
• Providing strategic HR guidance and support on talent management, workforce planning, and organizational development.
• Developing and implementing HR programs that support the company's goals and foster a positive work culture.
• Acting as a consultant to managers on HR issues, including performance management, employee relations - conflict resolving.
• Contributing to change management initiatives and facilitating effective communication between departments.
• Staying updated with employment laws and regulations to ensure compliance in HR practices.
• Own the Hiring Manager Relationship, coach then through the Recruitment Process and their role in it.
Evaluation during probation period.
Training......
• Recruitment & Applicant Tracking Systems (ATS): manage the recruitment process, including job posting, candidate screening, interview scheduling, and applicant tracking / onboarding employee.
• Employee Relations: Managing relationship between employees & company, handling conflicts, promoting positive work environment.
• Performance Management: Implementing and overseeing performance appraisal systems, providing guidance on performance improvement, and facilitating feedback processes.
• Data Analysis and Reporting: analyze HR data and generate meaningful reports to support decision-making.
• HR Metrics and Analytics: measure and evaluate key HR indicators, such as turnover rates, employee engagement, and training effectiveness, to inform strategic decision-making.
• Training & Development: Identify training needs, organizing development programs, ensuring opportunities for employees’ growth.
• Compensation & Benefits: Administering compensation structures, managing benefits programs, managing monthly payroll from A-Z.
• Policy Development & Compliance: Creating and enforcing HR policies and procedures to ensure legal compliance and consistency across the organization.
• HR Information Systems: managing employee data, generating reports, employee relationship management, payroll, benefits administration, and performance management.
HR Functions:
• Recruitment planning, process and onboarding of new employees.
• Managing employee relations, including conflict resolution.
• Performance management and employee development programs.
• Managing full monthly payroll process, benefits, and compensation.
• Ensuring compliance with labor laws and regulations.
• Develop, update, and communicate HR procedures in alignment with new policy or procedure changes
• HR Operations planning and yearly budgeting of (recruitment, Training, Payroll and compensation benefits...)
Administrative Functions:
• Overseeing office operations and administrative staff.
• Managing facilities, including office space, equipment, and supplies.
• Handling travel arrangements, scheduling, and meetings.
• Implementing and maintaining administrative systems and processes.
• Ensuring workplace health and safety compliance.
• Budgeting and cost control for administrative functions.
• Real estate projects management, AMC management, legal document renewal (license, rent) utilities payment.
* Submission of government applications as well processing for variety of legal documents.
* Renew, update and keep up all workers visas and
work contracts on time to guarantee that organization’s records are up to date in the labor
and Immigration Departments. Send notification
to employees on required documents before
their visa expires
* Submits, follow-up and gathers all new work
and business visas to guarantee that the visas
are handled and processed on time
• Office Operations: Overseeing day-to-day activities to ensure smooth functioning.
• Staff Coordination: Managing administrative staff, assigning tasks, and overseeing their performance.
• Budget Management: Handling budgeting, expense tracking, financial planning for administrative needs and office supplies.
• Policy Implementation: Ensuring compliance with company policies, procedures, and regulations.
• HR Support: Assisting in recruitment, onboarding, and employee relations.
• Communication: Managing internal and external communication channels.
• Facilities Management: Overseeing office facilities, maintenance, security and utilities payment.
• Project Support: Assisting in various projects by providing administrative support and coordination.
• creating and implement HR policy and strategy.
• Achieve recruitment targets by 90% (around 350 out of 400) for the polyclinic Opening.
• Maintained company compliance with labor laws, in addition to established organizational standards with respecting health ministry charters.
• Implement HRIS relevant digital systems to manage payroll and benefits, recruitment, training, performance evaluation and career management programs.
• Recruitment and Selection: attracting and hiring qualified candidates for open positions within the company. creating job descriptions, advertising job openings, conducting interviews, and making hiring decisions.
• Employee Onboarding and Offboarding: facilitate a smooth onboarding process for new employees, ensuring they have the necessary resources and information to succeed in their roles. and handling employee offboarding, including exit interviews, material handover and necessary paperwork.
• Employee Relations: maintaining positive employee relations. handling employee grievances, mediate conflicts, and ensure fair treatment and compliance with labor laws and company policies.
• Performance Management: overseeing the performance management process, which includes setting performance goals, conducting performance evaluations, and providing feedback and coaching to employees.
• Training and Development: identify training needs within the organization and coordinate employee development programs. organizing seminars, training sessions to enhance employees' skills and knowledge.
• Compensation and Benefits: managing employee compensation and benefits programs. This includes salary administration, benefits administration, and ensuring compliance with relevant laws and regulations.
• HR Policies and Compliance: developing and implementing HR policies and procedures to ensure compliance with employment laws and regulations.
• Employee Engagement and Retention: creating a positive work environment and promote employee engagement and satisfaction. organize employee engagement activities, conduct surveys, and implement strategies to improve employee retention.
Human Resources Management
Business Administration
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