Senior OD Specialist
INTDV
Total years of experience :14 years, 8 Months
1. Develop and implement the core competencies, core values, and key performance measures into performance appraisal system.
2. Analyzes and reports on measurement results.
3. Provides ongoing oversight and support to ensure that performance measures are being used to effectively manage operations, identify and manage risks, and effect organizational change.
4. Develops and conducts presentations and training to agency management and staff on the performance appraisal system.
5. Assist with developing and implementing the company performance improvement plans
6. Assesses various staffing needs to determine methods to address current and future conditions,
7. including retention management, realignment, recruitment planning, and career development
8. Assists with developing training plans, identifying educational opportunities for employee development
9. Provides ongoing oversight and support to ensure that performance measures are being used to
effectively manage operations, identify and manage risks, and effect organizational change.
10. Ensure compensation & benefits standards comply with the company policies.
11. Develop job descriptions for the company.
12. Implement Training & development needs analysis.
13. Design the company structure and assist in enhancing the company policies and procedures.
1. Assist companies to develop and communicate policies, train employees, and implement a recruitment process.
2. Advise companies on best human capital management practices in all functions of HR.
3. Ensure business practices are in accordance with human resource policies and labor laws.
4. Provide company with updated Job analysis and job description information.
5. Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations.
6. Evaluate the talent needs progress across the different layers in the organization
7. Design the potential performance matrix
8. Oversee the organization’s performance management system and analyze the talent performance for talent development.
9. Create Integrated Talent Management system that aligns individual performance and talent development with the organizational strategic goals
10. Assess organizational skills gap in current talent performance versus expectations through talent profiling and calibration.
11. Transform job skills, knowledge and abilities into competencies to ensure efficient talent planning.
12. Align talent management strategy with business needs
13. Set plans for future talent needs of the potential employees using appropriate mix of interviews, assessments, and reference checks
14. Set plans for attraction initiatives and measure its impact
15. Develop onboarding and talent mobility strategies
16. Implement initiatives to develop a learning culture to enhance the organization’s effectiveness
17. Demonstrate various formal and informal Learning and development methods and develop Learning and Development strategies
18. Design a Succession plan for top talents and coach managers in how to address gaps between individual performance and expectations.
1. Design each department organizational structure and charts in line with department heads & update those regarding rotations, promotions, transfers, newly hired employees…etc. on monthly basis for each department.
2. Design job analysis system including questionnaire to serve company’s objectives.
3. Develop each position job description and follow up its yearly amendments.
4. Manage recruitment process (post vacant positions, Screening CVs, conduct interviews, prepare & send Job offer and conduct the orientation program.)
5. Analyze the recruitment process performance &, recommend changes to the recruitment process and implement changes.
6. Analyze the performance of recruitment agencies, the cost per hire, time to hire and recommends changes and improvements.
7. Develop each position key performance indicators, objectives, matrix of authority, manpower planning for existing jobs, reporting lines, career path...etc.
8. Develop competency framework and its levels to ensure effectiveness and smooth work operations.
9. Conduct the appraisal evaluation to the stuff by applying annual evaluation, mid-year appraisal evaluation & the Talent matrix to all employees.
10. Establish and conduct the needed HR audit.
11. Carry out effective Training needs analysis and then design, deliver and evaluate training programs.
12. Recommend training and development systems
13. Set Training budget and training calendar
14. Amend and revise programmers as necessary, in order to adapt to changes occurring in the work environment.
15. Organize training venues, logistics, transport, to achieve efficient training attendance and delivery
16. Assist in preparing annual HR budget.
1. Assist in the recruitment activities including, preparation in job announcement and recruitment information, screen the cv., and prepare for interviews & preparing contracts for hiring.
2. Provide coordination among the departments.
3. Respond to background investigation and verification of employment requests.
4. Follow up the database & upgrade it from time to time.
5. Make an application form & Conduct an examination required for the interviews.
6. Update continuously our Filing System.
7. Coordinate Training courses For the Employee.
8. Translate policies for the company.