Human Resources Manager
Unigaz
Total years of experience :9 years, 8 Months
-Handle the Talent Acquisition function of all regional entities’ managerial roles (Iraq, UAE, Qatar, Oman, Jordan, Nigeria, KSA)
-Develop the Training & Development plans of Management team and Head Office
-Handle Compensation and Benefits of the group: update salary scales, rewards schemes, compensation packages, payroll of al group personnel
-Perform all monthly and quarterly declarations to NSSF and Ministry of Labor
-Stay informed of all entities labor laws
-Implement 360-degree performance evaluations
-Develop KPI library and competency framework
-Create HR manuals to each of the entities
-Upgrade systems and handle the selection and implementation of a new HRIS
-Develop psychometric and technical assessments for unique positions
-Manage all leave requests and their computation
•Handle the talent management function and lead on the attraction and selection of candidates by anticipating organization needs, proactively and creatively identifying potential Talent and managing the assessment leading to recruitment
•Develop and Implement HR policies
•Create adequate on boarding and induction programs that maximize the success rate of new recruits
•Encourage continuous review, feedback and coaching of talent, ensuring that the process is used and applied in line with the group’s standards
•Manage the training process: provide recommendations according to each function’s needs and manage the roll out of the programs as well as supporting the creation of a learning and coaching organization
•Provide guidance, advice and input to the team members in order to maximize team performance, morale and productivity, acting as the main contact between all functions and HR
•Champion the Performance Management process in order to ensure that spirit and purpose of Performance Management is embedded beyond the formal process and key annual reviews
•Act as the main point of reference and ensure adherence of the group to the local laws
•Promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes
•Undertake initiatives that improve the HR processes
Set a personal example of excellence and ensure that timely, accurate and relevant information is supplied to internal stakeholders
•Provide clear and timely feedback and on-going coaching for team members
•Engage, inspire and create positive energy within the organization
•Drive organizational change initiatives in support of business strategies
•Maintain effective communication across internal and external service providers (including recruitment agencies, training suppliers) ensuring smooth workflow processes.
•Understand / be in touch with employee opinions and anticipate their needs and concerns
-Design, develop and maintain the recruitment process in the organization (including its description, regular measurement reporting, taking proper actions to close gaps)
-Develop recruitment strategy; this includes job posting optimization, recruitment marketing channel development, job board, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc…
-Assist HRD with strategic decisions related to recruitment processes and needs
-Conduct job interviews for the managerial job positions and key jobs in the organization
-Monitor the labor legislation and implement required changes to keep the process compliant
-Manage and develop the recruitment team
-Explain and train Recruiters and line managers on Interviewing and Selection skills and on HCM systems.
-Participate in the manpower planning process and work towards rationalizing the existing manpower.
- Conduct the job description (review and update process) in consultation with Department Directors and conduct manpower audits and manning projects to ensure all job descriptions are up to date.
- Monitor the talent exit program by conducting effective exit interviews as per the company policy to ensure effective exit process and periodically review the attrition levels to ensure that attrition rate is maintained in par or below the industry standards.
-Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers
-Provide recruitment advice and guidance to hiring managers and other HR units with hiring and employment data
-Develop and implement college recruiting programs
-Coordinate with Quality and Food Safety Department in order to ensure proper implementation of ISO standards for all new/amended HR forms
- Create and present business cases for projects designed to increase customer satisfaction with HR products, processes and services.
-Implement the yearly performance management system that includes performance evaluations and employee development programs.
-Establish an in-house employee training system that addresses training needs including training needs assessment, employee development and cross-training.
-Conduct orientation sessions for new employees
-Assist managers with the selection of external training programs and consultants.
-Manage the recruitment process for employees and interns using the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
-Interview job applicants and make recommendations regarding applicant’s qualifications.
-Conducts the recruitment planning meetings when need is identified.
-Develop
Ensure all vacancies are filled with the suitable candidates within the targeted time.
-Develop a pool of qualified candidates in advance of need.
-Research and recommend new sources for active and passive candidate recruiting.
-Build networks to find qualified passive candidates.
-Post openings in newspaper advertisements and in other position appropriate venues.
-Conduct initial interviews.
-Facilitate and discuss job offers.
-Participate in job fairs.
-Write interview reports and upload them on the HRMS and send daily report for management’s review
-Prepare compensation plans and job offers
-Coordinate international interviews with the regional offices
Updating employees' files
-Printing identification cards for employees
-Correcting psychometric and technical assessments
-Updating NSSF files
-Screening CVs and organizing applicant’s database
(ongoing)
