ايمان طاهر حجازي

• Advises managers and supervisors of regulations and effective human resource practices about employee issues.
• Administers various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures.
• Counsels and guides managers on appropriate performance management measures; assists managers in writing corrective action memos and other documentation; attends or conducts corrective action sessions as warranted; performs necessary follow-up.
• Coordinates recruitment process for exempt and non-exempt openings; initiates and coordinates recruitment ads; reviews applications/resumes; assist managers with screening applicants; ensures offers are made in accordance with procedures; coordinates new hire paperwork to ensure compliance with human resources policies and procedures.
• Partners with managers to plan, analyze, and develop staffing needs ar.id determine organizational structure.
• Conducts new hire employee orientations, apprises employees of benefit options, and accurately completes requisite paperwork for new staff members.
• Counsels employees regarding human resources policies, procedures, and practices.
• When directed conducts special human resources studies in a variety of areas such as pay practices, turnover, etc.
• Identifies employee needs about performance problems, training options, and career development and makes recommendations accordingly.
• Provides input to managers about potential enhancements to current personnel practices; assists in evaluation of reports, decisions, and results of department in relation to established goals; recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• Provides human resources-related training and may act as trainer for training development as needed and appropriate, addressing areas such as performance counseling and employee relations issues.
• Monitors performance evaluation process.
• Maintains compliance with regulations concerning employment.

• Developed, maintained and proactively built a pipeline of candidates for open positions through proactive sourcing and recruiting both passive and active candidates.
• Provided recruitment support to hiring managers including developing position descriptions, recruitment advertising, reviewing resumes and screening applicants and managing the interview process.
• Conducted proactive searches utilizing creative and cost-effective sourcing methods and networking strategies, including internal sources such as employee referrals and encouraging employee development.
• Built strong internal/external relationships and proactively recruit through a variety of sources, including internet, professional associations, networking, ads, college recruiting and job fairs.
• Responsible for pre-screening and scheduling all candidates for interviews; including processing background and credit checks for applicants.
• Coordinated employment testing for candidates, reviews assessment scores and candidates qualifications to determine eligibility.
• Serve as initial point of contact within the Center for human resources matters and provides guidance to team.
• Works with the management to create and revise HR policies and procedures.
• Participate in recruitment for vacant positions by drafting internal and external job postings, screening resumes and applications, and scheduling interviews.
• Conduct pre­employment screenings on prospective employees, telephone and email reference checks, and verification of educational credentials.
• Conduct periodic reviews and audits of personnel records.
• Prepare and proofread all human resources correspondence.
• Prepare and compile data for monthly departmental reports and distributes them to the responsible managers.