HR Manager
Nini hospital
مجموع سنوات الخبرة :13 years, 8 أشهر
• Overseeing Group HR functions, review and monitoring of all policies, processes, systems and other
initiatives.
• Putting in place forward-looking strategies and plans to enable the company to attract, motivate and
retain our talents
• Supports management by providing human resources advice, counsel, and decisions; analyzing
information and applications.
• Leading, coaching and inspiring the teams to deliver high quality and timely HR advices to the
organization and other HR teams.
• Collaborates with senior leadership to understand the organizations goals and strategy related to
staffing, recruiting, and retention.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and
surveys to support the organizations human resource compliance and strategy needs.
• Administers or oversees the administration of human resource programs including, but not limited to,
compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Conducts research and analysis of organizational trends including review of reports and metrics from
the organizations human resource information system (HRIS) or talent management system.
• Monitors and ensures the organizations compliance with federal, state, and local employment laws
and regulations, and recommended best practices; reviews and modifies policies and practices to
maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human
resources, talent management, and employment law; applies this knowledge to communicate
changes in policy, practice, and resources to upper management.
• Develops and implements departmental budget.
• Facilitates professional development, training, and certification activities for HR staff.
Develop and implement HR strategies and initiatives aligned with the overall business strategy as it
relates to current and future talent needs, recruiting, retention, and succession planning.
• Bridge management and employee relations by addressing demands, grievances or other issues and
working closely with various department in a consultant role.
• Oversee and manage a performance appraisal system that drives high performance Provides support
and guidance to HR team, management, and other staff when complex and specialized questions and
issues arise; may be required to administer and execute routine tasks in delicate circumstances
• Manages the talent acquisition process, which may include posting ads, Cvs screening.
• Conducting interviews, and hiring of qualified job applicants, and collaborates with departmental
managers to understand skills and competencies required for openings
• Manage all HR projects and activities; · Analyzes trends in compensation and benefits; researches and
proposes competitive base and incentive pay programs to ensure the organization attracts and
retains top talent.
• Creates learning and development programs and initiatives that provide internal development
opportunities for employees based on training needs analysis; organizing and conducting trainings
when needed;
• Identify and prepare KPIS for HR department and set yearly PM objectives for department team
members
• Ensuring accurate and proper records keeping of employee information in software: · Monitoring the
daily HR attendance before generate to payroll end of each month and sending requested reports to
top management;
• Monitor all requested certifications issued for employees
• Oversees employee disciplinary meetings, terminations, exit interviews and investigations.
• Maintains compliance with country local employment laws and regulations. · Prepare and update job
descriptions for all organization
• Monitor of the efficiency and effectiveness of the HR policies and procedures, ensure their
implementation, and recommend changes when needed;
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human
resources, talent management, and employment law.
• Report to management and provide decision support through HR metrics
• Participate in administrative and board strategical HR meetings
• Maintain and update company directory and other organizational charts
• Lead of the onboarding process, ensuring the process is up to date and of high quality, providing
clarity and connection for all employees and their role in relation to the overall vision
• Managing career path and succession planning of staff
Advising management on the administration of human resources policies and procedures
• Serving as internal consultants by analyzing a company’s current HR programs and recommending
solutions.
• Developing, revising, and implementing HR policies and procedures.
• Ensuring HR programs and services are in correlation with established policies and procedures and
state/federal laws and regulations.
• Preparing and maintaining reports related to specific HR projects.
• Assisting with the development and coordination of recommended changes regarding workflow.
• Developing methods for compiling and analyzing data for reports and special projects.
• Conducting audits of HR activities to ensure compliance.
• Presenting training sessions related to specific HR programs.
• Conduct HR research, track and analyze metrics and suggest insight to improve decision making.
• Create and design plans for applying new techniques for driving change in HR processes.
Develops and administers various human resources plan and procedures for all company personnel.
• Plans, organizes and controls all activities of the department. Participates in developing department
goals, objectives and systems.
• Implements and annually updates the compensation program; rewrites job descriptions as necessary;
conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation;
monitors the performance evaluation program and revises as necessary.
• Develops, recommends and implements personnel policies and procedures; prepares and maintains
handbook on policies and procedures; performs benefits administration to include claims resolution,
change reporting, approving invoices for payment, annual re-evaluation of policies for cost-
effectiveness, information activities program and cash flow.
• Work as part of the dynamic and multinational Recruitment team, and ultimately build a business unit
within the Recruitment Division, with the responsibility of prospecting and account-managing a select
number of new and existing key multinational and large regional accounts across our emerging
market operations with a focus on permanent/interim/contract recruitment.
• Conducts recruitment effort for all exempt, non-exempt and temporary workers; writes and places
advertisements; works with supervisors to screen and interview candidates; conducts reference
checking; extends job offers; conducts new-employee orientations.
• Monitors career-path program and employee relations counselling; conducts exit interviews.
• Establishes and maintains department records and reports. Participates in administrative staff
meetings and attends other meetings, such as seminars. Maintains organizational charts and
employee directory.
• Evaluates reports, decisions and results of department initiatives in relation to established goals.
Recommends new approaches, policies and procedures to effect continual improvements in efficiency
of department and services performed.
• Ensures compliance with all labor employment laws.
Manage relationship and interaction with government authorities pertaining to all related
transactions.
• Manage all requests and ensure timely issuance and renewal for all government related transactions,
including but not limited to Iqama, passport, ID. driver licenses,
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• Manage company trade licenses, certificates and registrations
• Support in the dispatching of employees to projects and ensure records are updated in the ERP
system.
• Establishes recruiting requirements by studying organization plans and objectives; meeting with
managers to discuss needs.
• Builds applicant sources by researching and contacting community services, colleges, employment
agencies, recruiters, media, and internet sites; providing organization information, opportunities, and
benefits; making presentations; maintaining rapport.
• Determines applicant requirements by studying job description and job qualifications.
• Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job
sites.
• Determines applicant qualifications by interviewing applicants; analyzing responses; verifying
references; comparing qualifications to job requirements.
• Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals;
escorting applicant to interviews; arranging community tours.
• Evaluates applicants by discussing job requirements and applicant qualifications with managers;
interviewing applicants on consistent set of qualifications.
• Follow up on notification of employee transfers and report deviations
• Manage company provided staff accommodation and transportation.
• Conduct divisional induction and orientation for new joiners.
• In charge of personnel matters - follow up on various employee requests (leave, bank letters) and
coordinate with HR head office.
• Monitor the attendance of all employees within the division and report misuse.
• Supervise and manage performance of HR coordinator, who is specifically in charge of training
programs and recruitment.
• Ensure all employee data, charts and systems are updated.
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