Senior Recruitment Consultant
Presiding Solutions
مجموع سنوات الخبرة :14 years, 5 أشهر
Presiding Solutions
Oct 2023 - Present (3 months) As a Senior Recruitment Consultant at presiding Solutions i am a key player in dynamic team, responsible for finding the perfect match between highly qualified candidates and our diverse range of clients.
Candidate Sourcing: Identifying, attracting, and assessing potential candidates through various sourcing channels.
Client Engagement: Building and maintaining strong client relationships, understanding their staffing needs, and delivering tailored recruitment solutions.
Full-Cycle Recruitment: Managing the end-to-end recruitment process, from initial job briefings to candidate placement and onboarding.
Talent Assessment: Conducting interviews, evaluating qualifications, and matching candidates with suitable roles.
Market Insights: Staying up-to-date with industry trends, employment regulations, and market conditions.
Networking: Expanding and nurturing your professional network, both with clients and candidates.
Consultative Approach: Providing HR consulting and advisory services to clients as needed.
Recruitment and Selection:
• Developed and implemented effective recruitment strategies to attract top talent in the market.
• Conducted thorough candidate screenings, shortlisting resumes, and arranging and conducting interviews.
• Streamlined recruitment processes, resulting in improved cost savings and workflow efficiency.
• Stayed updated on labor market trends and changes in labor laws, providing valuable insights to the HR director.
Onboarding:
• Designed and facilitated comprehensive onboarding programs to ensure a smooth transition for new employees.
• Aligned onboarding activities with organizational policies and contractual requirements.
• Assisted new hires with accommodation, visa processing, and statutory requirements.
Policies and Procedures:
• Developed and implemented HR policies, procedures, and guidelines, ensuring compliance with labor law regulations.
• Provided guidance and support to HR team members regarding policy interpretation and job evaluation.
Government Certificates:
• Successfully obtained and maintained necessary government certificates and licenses related to HR operations.
Training and Orientation:
• Planned and delivered training programs for employees, including orientation sessions and professional development initiatives.
• Monitored performance indicators to evaluate the effectiveness of the training programs.
Benefits and Compensation:
• Designed and implemented compensation strategies, including job analysis, pay structures, and incentive plans.
• Ensured adherence to industry best practices and communicated revisions to the HR teams.
Performance Management:
• Implemented a Performance Management System, including performance development plans and employee development programs.
• Collaborated with department heads to set performance standards and provided guidance for improvement.
• Led end-to-end recruitment processes, including job posting, candidate sourcing, and conducting interviews.
• Collaborated with hiring managers to define job requirements and specifications.
• Implemented innovative recruitment strategies to attract highly qualified candidates.
• Conducted thorough background checks and reference verifications.
Onboarding:
• Orchestrated effective onboarding processes, ensuring compliance with organizational policies and contractual requirements.
• Provided support to new employees to facilitate their understanding of performance expectations and department goals.
Policies and Procedures:
• Developed and implemented HR policies, procedures, and guidelines in alignment with labor law regulations.
• Provided guidance to HR team members regarding policy interpretation, job evaluation, and labor expense forecasting.
Government Certificates:
• Managed the acquisition and renewal of necessary government certificates and licenses.
Training and Orientation:
• Administered training programs for junior staff, trainees, and volunteers to align their efforts with organizational goals.
• Monitored performance indicators, such as output, turnover, and attendance, to assess program effectiveness.
Benefits and Compensation:
• Contributed to the design of compensation strategies, including job analysis, pay structures, and incentive plans.
• Ensured compliance with labor laws and communicated updates to the HR teams.
Performance Management:
• Collaborated with department heads to establish HR requirements and performance standards.
• Utilized direct observation, work results, reports, and feedback to identify strengths and weaknesses.
Recruitment and Selection:
• Managed the full-cycle recruitment process, including candidate sourcing, screening, and selection.
• Utilized various recruitment channels to attract a diverse pool of applicants.
• Conducted structured interviews and assessments to evaluate candidate qualifications.
• Established strong relationships with external recruitment agencies to facilitate talent acquisition.
Onboarding:
• Assisted in organizing and facilitating the onboarding process for new employees.
• Ensured compliance with organizational policies and provided support to new hires during their transition.
Policies and Procedures:
• Contributed to the development and implementation of HR policies, procedures, and guidelines.
• Ensured adherence to labor law regulations and provided guidance to HR team members.
Government Certificates:
• Managed the process of obtaining and maintaining government certificates and licenses.
Training and Orientation:
• Supported the administration of training programs to enhance employee skills and align them with organizational goals.
• Monitored training effectiveness through performance indicators and feedback.
Benefits and Compensation:
• Contributed to the design of compensation strategies and the administration of employee benefits.
• Provided advice on policy interpretation and labor expense forecasting.
Performance Management:
• Assisted in implementing a Performance Management System to ensure employee development and successful project completion.
• Collaborated with department heads to set performance standards and identify areas for improvement.
Recruitment and Selection:
• Developed and implemented a comprehensive recruitment strategy to attract and retain top performing talent.
• Created job descriptions, determined pay scales, and optimized resource allocation.
• Conducted preliminary screenings, shortlisted resumes, and conducted interviews.
• Provided regular reports on workforce trends and turnover data to inform HR decision-making.
Onboarding:
• Organized new employee orientation programs to facilitate their adjustment to the company environment.
• Ensured adherence to organizational policies and contractual requirements for new hires.
Policies and Procedures:
• Developed and implemented HR policies, procedures, and guidelines in compliance with labor law regulations.
• Provided guidance and support to HR team members regarding policy interpretation and job evaluation.
Key Responsibilities: Recruitment & Selection
• Leading implementation of the recruitment strategy to attract, select and retain top performing talent in the market in addition to securing access to a stable candidate pipeline.
• Identifying manpower specifications inclusive of job descriptions and pay scales to enable optimized resource allocation and accurate succession planning.
• Playing a critical role in preliminary screening, short listing of resumes and arranging/conducting interviews; reviewing recruitment processes to steer continuous improvement for cost savings and workflow efficiency.
Orientation & Training
• Organizing new employee orientation to facilitate ease of adjustment into environment; administering support to confirm adherence to organizational policy/contractual requirements to retain focus on business growth.
• Arranging accommodation, visa and other statutory requirements processing; providing assistance to ensure understanding of guidelines linked to performance expectations, department goals, benefits, etc.
• Administering training to junior staff, trainees and volunteers to confirm alignment of efforts with organizational goals; monitoring performance indicators including output, turnover and attendance to outline effectiveness of program.
Performance Management
• Incorporating the Performance Management System including Performance Development Plans and Employee Development Programs to assure provision of appropriate training and tools for successful project completion.
• Strategizing HR requirements and performance standards by collaborating with department heads; utilizing direct observation, work results, reports and general feedback to identify strengths and weaknesses.
• Setting HR policies, procedures and associated guidelines in sync with labor law regulations; providing advice to HR team members regarding policy interpretation, job evaluation and labor expense forecasting.
