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Design, Develops, implement business strategies, plans and procedures Set comprehensive goals for performance and growth
Design and build and supervision KPI’s
Provides day to day operational leadership and support to staff mirrors Business oriented, research new opportunity
Build strong relation with client, suppliers,
Start new partnerships

· creates policies and procedures for HR Department
· Develop and implement HR strategies and initiatives with the overall business strategy
· Develop manpower plan
· Support current and future business needs through the development, engagement, motivation and preservation of human capital
· Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
· Oversee and manage a performance appraisal system that drives high performance
· Maintain pay plan and benefits program
· Assess training needs to apply and monitor training programs
· Establishing a government relations department and setting up procedures and forms
· Ensure legal compliance throughout human resource management
· Manage and support the overall HR duties, including manpower planning, recruitment, performance management, training and development
. Managed performance appraisal systems and policies.

• Performed detailed payroll duties from input and audit, to processing and submission.
• Worked closely with HR to ensure compliance with regulations and maintain appropriate correspondence with employees and management.
• Reported on business performance and trends to improve financial efficiency.
• Completed accurate payroll calculations using manual or computerized systems.
• Kept employee records complete, accurate and compliant.
• Produced earning statements for employees showing payroll and benefit values.
• Reported on payroll activities for financial and operational recordkeeping and decision-making.
• Detected and reconciled payroll discrepancies to maintain financial and administrative accuracy.
• Updated employee pay information to reflect correct base pay and special entitlements.
• Compared budgets to payroll liabilities to identify potential constraints and needed changes.
• Documented employee attendance, leave and overtime and updated database.
• Reviewed submitted time sheets and work charts to validate payroll information.
• Maintained organizational records of gross and net employee salaries.

• Assisted HR Manager to appropriately handle grievance and disciplinary issues involving employees.
• Provided strategic direction for human resources management team.
• Analyzed market data to create competitive compensation and benefits packages.
• Recruited, hired and trained new employees to optimize profitability.
• Educated line managers on policy and process changes for implementation.
• Created succession plans and promotion paths for staff.
• Assessed new staff eligibility through rigorous reference and right-to-work checks.
• Used staff survey findings to implement enhanced working conditions and practices.
• Conducted workforce planning and benchmarking to meet company needs.
• Designed industry-leading employee engagement and recognition programmers.
• Wrote and maintained employee handbook covering company policies and mission statement.
• Improved business HR policies by guiding and collaborating with managers.