Organizational Development Manager
SOCAR Downstream
مجموع سنوات الخبرة :13 years, 3 أشهر
• Responsible for processing personnel actions including salary adjustments, position changes, status changes and benefits changes within the HRIS system.
• Responsible for developing and updating reports and queries to meet organizational needs.
• Regular HR analysis and reporting including HR forecasting for HR management or/and business.
• Raise tickets for upgrading the HRIS.
• Responsible for SAP HCM Module qualified sustainability
Up to date employee personal data
Up to date organizational structure, positions, jobs and job families
Up to date employee vacation quota
• Responsible for SAP ESS/MSS module qualified sustainability:
Handle requests in accordance with incident management protocols
Track absence leaves postings
Track access to ESS/MSS
• QA of Payroll (on-cycle and off-cycle payments) and Cost assignments in the system
• Ad Hoc reporting
• To undertake the day to day delivery of a comprehensive functional service and complex change projects, contributing to the functions operating plan in line with the strategy of Group IT and HR.
• Contributing in implementation of HCM (Organizational Management, Personal Administration, Time Management & Payroll) and SUCCESS FACTOR (Performance and Goals, Succession and Development, Learning) modules
• Prepare Recruitment Plan and Recruitment strategy in line with overall business strategy
• Support internal client to develop quality, clear and a concise profile targeted at the right people
• Develop Job Profiles in line with Grading System
• Supervise Talent pool development
• Recruitment tools development
• Supervise blue collars bulk recruitment process
• Conduct interview from middle to senior level employees, based on either personal or professional skills considering cultural, economic, operational and profession specific of the customer
• Provide shortlisted candidates supported by individual reports included personal style, potential ratings, retention risks, motivation drivers and professional capabilities assessment
• Review and update Recruitment and Selection Guideline
• Responsible for implementation of Recruitment & Selection process for selected positions
• Responsible for development and coordination of Graduates Recruitment process
• Responsible in efficient integration of new hires through New Employee Orientation
• Program
• Contributing in development and efficient implementation of Employee Relations process
• Providing administrative support within Talent Review & Succession Management and
• Performance Management processes
• Providing administrative support within Compensation and Benefits process
• In charge of Employee Recognition Process
• Conducting market researches as a contribution in Company Retention program
• Conduct exit interview with the purpose to assess the overall quality of work life within the organization and identify opportunities to improve retention and employee engagement.
Executive search and selection
Headhunting
• Responsible for recruitment and selection process for all projects within the company.
• Develop recruitment plans based on staffing needs and select most appropriate recruitment methods to source candidates
• 360 Recruitment Process implementation: Job posting, CV screening, interviewing, Short-listing
• Create and implement automated statistical reports as requested in order to ensure proper staffing analysis and recruitment process monitoring
• Providing the highest quality standards of recruitment to achieve the highest levels of customer satisfaction.
• 360 Recruitment Process
• Job description development based on job specification and client company drivers
• Building relationships with candidates and keeping track of their career goals and progress until placement
• Headhunting for senior roles
