HR Manager
Keden International Company
Total years of experience :19 years, 0 Months
Leads the Talent Management function through:
Acquiring the best Qualified Candidates: Professional Sourcing and selection.
Ensuring efficient and effective recruitment cycle
Ensuring effective onboarding process.
Supporting managers in implementing professional TNA based on their inputs in the Individuals Development Plans (IDP)
Leading & monitoring the Performance Management system to ensure cascading of company objectives to functions & individuals accordingly.
Designing Talent Management system (Talent identifying, Risk analysis, Career management, development plan) that enables talents’ retention.
Establishing effective partnerships with external agencies such as the MCIT, HRDF to support staff development activities.
Lead the Organizational Development function through:
Maintaining and updating company HR structure in a way that reflects efficiency to the organization & the customer.
Maintaining company Competency technical & behavioral framework and ensure it is updated in line with company values & objectives.
Developing jobs profiles and career management to support employees’ growth and development and match organizational needs.
Updating the Job grading, salary scale & benefits plans to maintain company competitiveness & value proposition.
Maintaining corporate Culture in a way that fosters employees’ productivity.
Updating all Policies & procedures to ensure equity among all employees & fair labor practices.
Creating an employee engagement system to maximize employees’ motivation & retention & improve employees’ performance.
Using all HR data analytics to build up all HR activities in a way that supports strategic objectives.
Oversee Personnel Affairs &Government relations through:
Overseeing all matters related to personnel services and ensure quality services are rendered to staff and full compliance to policies, processes and labor laws.
Consolidating the annual manpower plan on the shadow of the departmental needs with respect to strategic objectives.
Overseeing government relations activities and company accounts in government websites such as GOSI, MOL, MOFA, MOI and others.
Responsible for the full employee life cycle from recruitment, induction to exit, and for providing full administrative support to the HR Managers and Officers. Also involved in the day to day-to-day running of the HR office.
Ensuring the department complies with all recruitment Policies, Laws, and regulations.
Writing up professional job adverts.
Putting together new employee starter packs.
Setting up, monitoring and then tracking employee probationary periods.
Carrying out background and reference checks on prospective employees.
Acting as the first point of contact for anyone enquiring about a vacancy.
Maintenance of the HR records and systems.
Keeping track of any employee anniversaries and awards they are due.
Developing reports for HR Managers on staff sick leave, absences
And holiday leave.
Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)
Establish and maintain appropriate systems for measuring necessary aspects of HR development
Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales
Manage and develop direct reporting staff.
Manage and control departmental expenditure within agreed budgets.
Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.
Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organization.
Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
Ensure activities meet with and integrate with organizational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care.
Audit and authenticate all documents related to legal, salary statements and distribution, policies etc.
Develop and Maintain healthy relation with Govt. and Non Govt. Organizations
Monitor the development and implementation of cost effective recruitment/ selection/retention policy and standards, with support from the HR team to ensure that the Company is provided with effective recruitment services.
• Receive and process applications for all regional vacancies. Communicate with agencies/candidates effectively and professionally, and respond to all applications and ensure on-hold database/files are maintained and utilized effectively to source candidates.
• Ensure that recruitment is conducted efficiently/effectively and in accordance with HR policies and procedures and based on the manpower budget, including agency submitted CVs, preparing for and conducting initial screening, conducting targeted selection interviews, scheduling department interviews, reference checks and confirming details of the offer of employment in accordance with salary and benefits policy.
•Attend and participate in interviews during the selection process.
• Ensure that recruitment of all employees is within Company’s expectations and timelines.
•Liaise with agents & academic institutions to recruit qualified candidates.
• Prepare accurate Employment Offers in line with current HR Procedures.
•Keep, monitor and update the recruitment status report on applicants and their process.
• Liaise with the Administrative staff to ensure visas/tickets/accommodation are processed to meet the arrival expectations.
•Provide an updated monitoring recruitment report to all concerned sites/departments.
• Provide timely and regular updates to the concerned department of status of candidates, timing of interviews and start dates of confirmed candidates.
•Process the transfers of employees, i.e. demobilization and mobilization from site to site/office.
• Ensure that all concerned Construction Heads/Functional Heads/Business Support Managers are advised of all new joiners.
•Propose the introduction of any software system application to contribute to the increased efficiency of HR Department.
• Ensure compliance with Local Labor Law.
•Visit regularly the projects/sites to inform on existing or newly introduced HR policies/systems, discuss and receive feedback for HR related issues on recruitment.
• Prepare HR Department management reporting as required and at monthly, quarterly and yearly basis.
•Performs other related activities as required
As per job specification & job description received from the client, sorting prospective candidate & forwarding it to the manager, calling them for an interview, taking preliminary interview & forwarding to the Manager / Client concerned for final interview.
Issuing Appointment Letter, Filling P.F. Nomination & E.S.I.C. declaration forms & keeping a record of their bio data's, copies of educational & experience certificate along with photos.
Processing the Attendance, Preparing the wage sheet in excel, Finding out the gross figures & preparing the bill as per the gross salary.
Checking the Wage Sheet, Preparing Salary Break up as per rules, Checking the Minimum Wages, O.T., P.F., E.S.I.C., P. Tax
Making the Payment to about 200 employees.
Preparing the Provident Fund, E.S.I.C. Challans & Filling the Service Tax Form.
Preparing Bonus & E.L. Calculation Sheets of Employees.
Filing the Important documents, Letters, Fax, Correspondence, Appointment Letter's, Bio-Data's, Provident Fund Form, Register of Wages, Wage slip, P.F. Sheets & Challan's, Labor License
Checking the return send to Labor Officer, P.F. & E.S.I.C office.
Filing of returns to the Licensing Officer, Labor Welfare Officer, Employment office etc.
Maintaining the Attendance Register, Filling the P.F. Withdrawal forms of ex-employees.
Grievance handling, Hearing the employee's problem, trying to solve them & consulting the Labor Law Consultant
Human Resources as Main Stream Industrial laws as basic subject International Markets and Ma
Strategic Management Business Management Human resources Industrial and Labor Laws Fina
