Sr. HR Manager
Friends Farms
Total des années d'expérience :12 years, 3 Mois
• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Bridge management and employee relations by addressing demands, grievances or other issues
• Manage the recruitment and selection process
• Support current and future business needs through the development, engagement, motivation and preservation of human capital
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Nurture a positive working environment
• Oversee and manage a performance appraisal system that drives high performance
• Maintain pay plan and benefits program
• Assess training needs to apply and monitor training programs
• Report to management and provide decision support through HR metrics
• Ensure legal compliance throughout human resource management
1. Implementing the HR Department from scratch.
2. Leading and directing the human resource team to deliver a comprehensive HR service to the business.
3. Employee relations, including managing absence, disciplinarians, grievances and sickness.
4. Measuring employee satisfaction and identifying areas that require improvement.
5. Performance management: coaching managers on performance management issues and processes.
6. Learning and development: providing guidance on development for managers and their teams.
7. Training: Implementing the training and development agenda; identify areas that need attention and improvement.
8. Recruitment and retention: managing talent and succession planning; taking overall responsibility for recruitment activity and campaigns.
9. Reward advice and supporting employees on company benefits.
10. Policy and procedures implementation of new HR policies, procedures and processes.
11. 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.
12. 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.
13. Ensure legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records.
14. Follow up and work on the government systems ( Muqeem, Absher...etc).
Partner with leaders to determine organizational needs
• Assist with job descriptions, job leveling, and recommendations for compensation adjustments and promotions.
• As part of a hiring team, interview candidates and provide recommendations to hiring managers.
• Develop and implement programs which foster employee engagement.
• Conduct exit interviews and summarize data to determine opportunities for improvement.
• Build organizational capability and bench strength, ensuring the right people are in the right jobs. This includes talent assessment, performance management and succession planning.
• Partner with internal customers to assist in driving process improvement, implement HR strategies and HR processes.
• Drive strong employee relations ensuring legal compliance and mitigate the Company’s risk. Provide guidance and direction regarding employee relations issues.
• Identify and proactively raise organizational issues and trends; diagnose processes, structures and approach; recommend alternative for improved effectiveness.
• Lead a wide variety of Human Resources projects and initiatives designed to meet business objectives.
• Work with leaders to drive organizational performance and promote valued behaviors.
• Counsels and coaches employees, supervisors, and senior management in addressing interpersonal and behavioral challenges.
• Follow up on Medical Insurance, Social insurance and employees files.
Operation Responsibility:
■ Implemented transfers, promotions, terminations of Expatriate Personnel.
■ Prepared and submitted monthly head count and location reports.
■ Approved Expatriate salary invoices according to the approved time sheets and compensation plan.
■ Maintained, updated and communicated the work schedule for all Expatriate Personnel, Including crew change dates and employees on work/vacation days.
■ Prepared monthly movement plan for Expatriate Personnel.
■ Ensure to distribute pay checks to all organizational employees.
■ Ensure to complete correspondence and required documents for respective employee actions.
■ Handles and helps with required personnel paperwork
■ Prepares monthly benefit payments involved in payroll deductions.
■ Responsible of Medical and social insurance.
Recruitment Responsibility:
- Responsible for the hiring process full cycle for all corporate business units of the group up to Sr. Managerial Levels.
- Searching and finding candidates through various channels including Headhunting, Recruitment Agencies, and Online Recruitment Websites.
- Develop adequate pool of candidates with minimum 5 short list CV for each vacant position.
- Providing advice and recommendations on the salaries of new hires.
- Formulate and update Recruitment Policies and Procedures.
- Oversee the new hires induction.
- Conduct References checks on selected candidates.
- Monitor the departments’ headcount and make sure it’s in alignment with the yearly manpower plan.
- Discuss recruitment policies, procedures, forms with superiors and demonstrate required adjustment to ensure effectiveness of selection process.
- Prepare employment job offers following internal compensations and benefits structures.
-Maintaining the CVs database.
- Attending Job fairs, answering candidates' inquiries regarding current vacant jobs, collecting CVs.
1. Responsible for the direct communications with clients to fulfill their hiring needs targeting the ideal candidates.
2. Responsible for the hiring process from Job posting, screening CVs, interviewing, short listing candidates, negotiating and sending job offers to accepted candidates.
3. Make sure that candidates fill the Job application required data.
4. Using online recruitment websites for job posting such as: AMCHAM, Bayt, Wuzzuf, LinkedIn.
5. Creating and developing Job descriptions.
6. Conduct phone and face to face interviews and makes recommendations to clients regarding qualified candidates.
7. Arrange interviews schedule for internal and external candidates.
8. Maintaining the CVs database.
9. Attending Job fairs, answering candidates' inquiries regarding current vacant jobs, collecting CVs.
10. Responsible for approaching new clients, sending marketing mails to present our recruitment services.
I was very specified in recruiting candidates in the admin and administrative field e.g (Accounting, financial, Sales and marketing, ..etc)
1. Handling recruitment process to all levels.
2. Analyzing the requisites of the opportunity as per the requirement.
3. Searching the exact match for the requirement from the database.
4. Communicating with the short listed candidates through telephone screening.
5. Scheduling interviews for the candidates and proper follow-ups with the prospective candidates until they complete all the rounds of interview.
6. Receive all the job applications, sort and classify based on each profession and store in database for retrieval as and when required
7. Specific recruitment processing tasks include: short listing candidate CV’s against job descriptions, updating vacancy and applicant status within the recruitment procedure, organizing interviews, producing interview schedules and conducting initial interviews.
8. Manage candidate records on software and, ensuring that all data and information is accurate and up to date.
9. Responsible for effective and fast recruitment processes both internally and externally.
10. Preparing working monthly reports.
11. Handling HR letters, medical insurance, employees’ leaves and Probationary period.
12. Monitoring manpower movements in all subsidiaries to ensure that plan is being adhered to bringing any irregularities to the attention of the HR Director for further action.
13. Calculating the overtime of the employees according to the attendance sheet.