Charbel Yazbeck

 Ensure that all HR procedures and processes are implemented.
 Be actively involved in recruitment by reviewing staffing requirements, preparing job descriptions, posting ads, screening applicants, and coordinating the hiring process.
 Review all documents received from all new hires to ensure compliance with HR procedures and legal requirements.
 Follow up on staff enrollment, declaration, and separation with Social Security and ensure that forms and letters are processed in a timely manner.
 Coordinate and implement an effective onboarding program including logistics, information sessions, and feedback.
 Maintain up-to-date electronic and physical employee records, including payroll information, according to established procedures and policies and treat employee information with discretion and confidence.
 Coordinate the payroll process including preparing monthly revisions, verifying leaves, timesheets, and allocations, and posting transactions.
 Maintain the health care data to ensure up-to-date medical insurance lists and proper follow-up on medical claims and requests.
 Review and process employee time sheets; coordinate the leaves process and follow up on leave entitlements.
 Follow up on various employment actions and process accurate salary adjustments; share with Finance in a timely manner.
 Ensure the smooth implementation of the performance management process.
 Process employee separation and follow up on exit procedures and legal documents.
 Provide counseling on personnel policies and explain procedures and assist staff with routine inquiries and questions.

Partnering with US companies to provide IT developers based on required qualifications.

Responsible for managing human resources activities for IRC Operations in Lebanon country
program
Major Responsibilities:
 Ensure compliance to IRC HR Global and local policies and procedures.
 Conduct HR orientation for new staff members.
 Manage time and effort sheet and follow up on a monthly basis on submission.
 Audit Time sheet allocations for all IRC Lebanon Staff.
 Audit and control all HR documentation received from field and follow up accordingly.
 Follow up on changes of status, exit clearance for exiting staff. Assist in resolving administrative
problems related to Finance, Supply Chain and Human Resources, by collecting information,
preparing notes to the file, and getting approvals.
 Prepare national staff contracts and promote employee adherence to personnel policies, and ensure compliance with all labour laws.
 Be actively involved in recruitment (Qitabi project, as well as projects funded by INGOs) by reviewing staffing requirements, preparing job descriptions, posting ads, screening applicants, and coordinating the hiring process.
 On-board new hires to ensure compliance with HR procedures and legal requirements, and conductorientation sessions for all newly hired.
 Provide counseling on personnel policies and explain procedures and assist staff with routine inquiries and questions.
 Follow up on staff enrollment, declaration, and separation with Social Security and ensure that forms and letters are processed in a timely manner.
 Coordinate and implement an effective onboarding program including logistics, information sessions, and feedback.
 Maintain up-to-date electronic and physical employee records, including payroll information,
according to established procedures and policies and treat employee information with discretion and
confidence.
 Review and process employee time sheets; coordinate the leaves process and follow up on leave entitlements.
 Coordinate the payroll process including preparing monthly revisions, verifying leaves, timesheets, and allocations, and posting transactions.
 Ensure the smooth implementation of the performance management process.
 Process employee separation and follow up on exit procedures

Responsible for the administration of Performance Management for all staff, as well as
participating in all activities related to career management processes.
Tasks & Responsibilities:
 Develop Individual Development Plans (IDP) in coordination with the Talent Development unit
 Follow up with employees and managers on the performance and prepare action plans accordingly.
 Plan & Coordinate the rotations of employees pursuing career development activities
 Create Job Profiles on PeopleSoft and identify the adequate definitions and levels of competencies for each job from the Competency Dictionary
 Propose potential candidates for internal redeployment or internal hiring, based on performance results, and job-fit.
 Follow up on the Performance Management Process with managers in order to ensure its full
application.
 Assist the managers and employees in setting their objectives (to be linked to their divisions’/departments’ KPIs). Validate that the performance management objectives are S.M.A.R.T.
and aligned to the Division/Department’s objectives.
 Generate figures and reports related to Performance Management and prepare action plans accordingly.
 Facilitate the use of different modules on HRMS (PeopleSoft: E-performance, workforce development,
workforce administration…).
 Assist in identifying high potentials in each division/department/Branch
 Execute & control all temporary transfers’ assignments upon staff shortage