HR Director
Confidential
Total des années d'expérience :24 years, 2 Mois
Member in the strategic planning board which develop strategies which leading to operating model & Translating business strategies, objectives into the appropriate HR actions.
Assess, propose, develop and advise to implement policies, programs, and practices relating to the effective use of people within the organization.
Propose training and development opportunities to employees to enhance their performance and achieve the employer’s business targets.
Propose new administration setup for the transformation to HR function.
Establishing departmental measurements that support the company strategic goals.
• Recruitment, Policy & Procedures, Performance Appraisal & Training & Development:
Assessment of KRA (Key Result Areas) of all positions and Applying HR audit process.
Compare the target structure with the current structure to develop the transformation plans which include (recruitment, training, exit and succession plans) to match the operating model.
Defining and reviewing performance management system at different Intervals and evaluate the performance of employees for reward, training programs and development.
Lead and review JA, JD, JE and job enrichment to develop job profiles.
Controlling and managing all administrative tasks (Contract, Attendance, Payroll & Social Insurance)
Establishing a recruiting, testing, interviewing and selection.
Establishing and implementing policies & procedures.
• Organization, Recruitment, Policy& Procedures, Performance Appraisal, T& D & HR Admin.
Comparing the target structure with the current structure to develop the transformation plans which include (recruitment, training, exit and succession plans) to match the operating model.
Supporting Senior Management in the drafting of job advertisements for vacant jobs, screening applications, shortlisting, interviewing and selecting candidates.
Managing the recruitment process and ensure candidates fit the role and company culture & Interviews management- and executive-level candidates.
Reviewing JA, JD, JE and job enrichment to develop job profiles.
Managing the contract approval, letter of offer, employment contracts etc.
Leading the implementation of the performance management system.
Defining and reviewing performance management system at different Intervals and evaluate the performance of employees for reward, training programs and development.
Coordinating and administering training and development programs and liaising with internal training team as required.
Recommending changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Monitoring the employee attendance, ensuring company policies and regulations are adhered to.
Managing and maintaining contracts, personnel files and other employee information.
Managing the information held on the HR database and personnel files.
Establishing and implementing policies & procedures.