Responsibilities & Duties:
Report to the Human Resources Director.
Partner with business departments on workforce planning, succession planning, and skills assessment
Recommend solutions to improve performance, retention, and employee experience
Work with line managers and employees to address all types of employee relations issues ensuring a balance in
representing all parties’ interests, with guidance from top management.
Partner with managers to retain, develop and motivate people to achieve their fullest potential.
Formulate and recommend Human Resources policies and objectives for the company with regard to employee
relations.
Represent the department in front of any internal or external auditors.
Manage key projects, processes and initiatives across the HR teams.
Organization Development
Design and implement the Job analysis for each position.
Implement and annually updates job descriptions as necessary.
Monitor the performance evaluation program and revises as necessary.
Update the Organizational chart Using Visio as necessary.
Talent Acquisition
Develop, present and align with internal stakeholders on a talent acquisition strategy aimed at meeting these
needs, in light of the current state of the external marketplace.
Execute the full life cycle recruitment process for each vacancy including:
Developing a Sourcing Strategy with strong emphasis on leveraging creative tools to identify passive talent
(i.e. LinkedIn, employee referrals, Social media, etc.) for both current and pipeline needs.
Facilitating the Hiring Manager Intake Meeting resulting in service-level alignment
Screening, assessing, and evaluating internal and external candidates and presenting qualified candidate.
Interviewing the candidates and shortlisted to the higher managers.
Taking final decisions for candidate selection for junior and blue colar levels and final recomondations for
higher positions.
Developing & presenting final offer to candidate.
Compensation and Benefits
Assist with producing and directing the organization's compensation & benefits program so that they meet the
organization’s objectives with regards to internal equity and external market competitiveness.
Perform executive compensation analysis, recommendations and reporting.
Develop and implement new benefit packages, ensuring that they are competitive and in line with legal
requirements.
Finalizing the deal with the Medical Provider and achieve a competitive increase rate that is compatible with
the budget.
Track the savings and task achieved by each category
Handle the medical insurance and the emergency cases.
Prepare payroll sheets by creation computerized statements including the calculations of overtime,
transportation, charges, social insurance, taxes and any benefits for the staff.
Settle the salaries and benefits for resigned staff.
Learning and Development
Assist in conducting TNA (Training Needs Analysis) from the Performance Appraisals deliver it to the Training
division.
Identify the functional training needs and budget and send to HR Director and CEO for approval.
Organize the training plans with other departments and implementing them by coordinating with the service
providers or the training centers.
Evaluate training and development plans, measure ROI to ensure its effectiveness to achieve the desired outcome.
Highly involved in Talent Management activities and partially involved in Career coaching activities.
Continuously work on creating a positive culture through conducting employee branding activities that will
enhance employees’ morale, motivation and engagement programs with an advance approach “Gamification”.
- Company industry:
- Pharmaceutical Manufacturing
- Job role:
-
Human Resources and Recruitment
