Recruitment Consultant
Iris Executives
Total years of experience :16 years, 4 Months
• Handled the full life cycle in recruitment of permanent IT and Non-IT Employees.
• Front end screening of profiles shared by the recruiters and submitting to client. Specialization in Emiratisation
• Hire for Senior level and IT requirements of the clients.
• Preliminary interviewing and negotiations with identified candidates.
• Exclusively involved in searching as well as posting resumes on Web Technology.
• Accomplished full life cycle recruiting process for qualification of skilled candidates
Using internet searches, Linked In, Jobs.Abudhabi etc, and doing phone screens interviews
Continuous follow up with candidates until joining.
• Worked closely with hiring groups to create and define hiring goals and objectives.
• Successfully conducted job analysis and development across all departments to optimize key functions
• Developed and implemented effective recruiting strategies in order to attract, screen, recruit, and select high quality candidates including referral generation, ad placement, position postings, direct sourcing, cold calling and networking to develop a qualified pool of candidates.
• Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
• Managed external agency relationship to maintain candidate flow and control costs.
Responsible for reference checks for the new employees
- Part of Management Team.
- To Create High Performance Work Environment by implementing pay for performance system.
- Strategic Human Resource Management
Employee Engagement:
- Leading the outcomes of survey, and ensuring robust interventions for making it work for the colleague and the organisation by ensuring communication and right level of participation from all levels on the survey
- Ensure Engagement calendar is in place for effective and timely execution of identified initiatives.
Resourcing & Onboarding:
- Leading resourcing and on-boarding process for the executive pool and supporting the Talent Acquisition team for the Managerial hiring
- Driving the Onboarding program for new joinees at all levels, end to end planning and execution of quarterly Functional induction program.
Learning & Development:
- Lead the Learning and Development agenda for Corporate function. Ensuring development plan is in place for 100% colleagues
- Personal development planning in line with organisational and individual developmental needs
- Driving the Hi-pot developmental planning and Performance Improvement Plans for specific colleagues
- 100% support to corporate L&D initiatives.
Compensation and Benefits:
- Administering the reward management system for Corporate Function Executives
- Creating awareness about the Recognition System of the organization
- Ensuring that the awards are distributed ceremoniously so as to boost the morale of the awardees & also deliver message to all about recognition of good performance.
HR Process:
- Regular one on one with all employees to understand and resolve their queries & Grievance handling
- Maintaining payroll and giving monthly inputs to the finance team
- Preparing Monthly Scorecard and analysis for Corporate functions which is to be shared with Central HR team
- Providing end to end support for contract employees from hire to retire with contractual agreement preparation, renewals till their exit management.
Payroll:
- Managing payroll preparation; completing reports; maintaining records for client functions
- Updating payroll records by reviewing and approving changes in exemptions, insurance coverage, savings deductions, Promotions and transfers
- Resolving payroll discrepancies of employees
- Maintaining employee confidence and protects payroll operations by keeping information confidential.
- Part of Management Team.
- Management Representative for ISO.
- To Create High Performance Work Environment by implementing pay for performance system .
- Strategic Human Resource Management
Accomplishes human resource strategies by determining account abilities; communicating and enforcing values, policies, and procedures; implementing recruitment, selection, orientation, training, coaching, counseling, disciplinary, and communication programs; planning, monitoring, appraising, and reviewing job contributions; planning and reviewing compensation strategies.
Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee problems and conflicts; counseling employees and supervisors.
Maintains employee benefits and engagement programs.
Implements human resources programs and maintains organization of staff by establishing and providing human resources services, including talent acquisition, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention and labor relations; completing personnel transactions; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
Complies with labor law requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions
•Maitaining centralised system for all proposals sent to the clients
•Search employee files in order to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
•Inform job applicants of their acceptance or rejection of employment.
•Select applicants meeting specified job requirements and refer them to hiring personnel.
•Arrange for in-house and external training activities.
•Point of contact for the teams such as Art, Creative, HR, Admin & Accounts
•Act as the focal point for the coordination of support services activities and issues including the monitoring of process compliance by various parties.
•Providing administrative / HR support to both the core and donor-advised fund grant-making teams, including correspondence, travel arrangements, scheduling, conference calls and events coordination, maintenance of office supplies and equipment, calendars, etc
•Liaise with Vendors & employees for acquire assets like Stationery, Data cards, Mobile phones etc & Collecting Quotes form new vendors & responsible for the negotiations.
•Liaised between client groups, various airline departments, and hotel meeting specialists to coordinate travel and hospitality services for special events.
•Utilize knowledge of program planning to create agendas and budgets for services that meet customer needs.
•Determine objectives and requirements for events such as meetings, conferences, and fundraisers.
•Ensure compliance with applicable regulations, satisfaction of participants, and resolution of problems that arise.
•To maintain a centralized calendar of staff leave and absence on behalf of the Senior Management Team.
•To maintain a list of next-of-kins and contact details for all staff.
•To provide administrative support to recruitment processes, the staff survey and other HR-related activity.
HR Support to Sr.VP
•To explain company personnel policies, benefits, and procedures to employees or job applicants.
Process, verify, and maintain documentation relating to personnel activities such as staffing, recruitment, training, grievances, performance evaluations, and classifications.
•Lead day ¬to ¬day payroll administration, including bi¬weekly payroll processing, collecting timesheets, and acting as initial degree of contact for inquiries and issues related to payroll.
•Organize, manage, and direct the operations and functions of personnel.
•To conduct investigations and research into reclassification, classification and criteria advancement submissions and preparing appraisal reports of employees.
•Undertake quality checks of selection and recruitment processes and reports; liaising with external consultant and management to ensure effective meeting of guidelines and standards.
•Interpret, assist and advise employees and managers regarding cooperative agreement applications, leave management and benefit administration, and HR procedures and policies within the specified guidelines.
•Establish, organize and supervise the maintenance of department records, ensuring complete accuracy and confidentiality.
•Prepare, review, interpret, analyze and approve a variety of data, information and reports, and making recommendations depending on findings
•Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.Process and review employment applications in order to evaluate qualifications or eligibility of applicants.
•Inform job applicants of their acceptance or rejection of employment.
cards, and perform other security-related duties.
•Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
Completed Diploma & MBA in HR