Human Resources Director
Noi Restuarants
Total years of experience :22 years, 10 Months
Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
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.
Oversees employee disciplinary meetings, terminations, and investigations.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews 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.
Performs other duties as assigned.
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.
Develops and maintains affirmative action program; files EEO-1 annually; maintains other records, reports and logs to conform to EEO regulations.
Conducts recruitment effort for all exempt, nonexempt 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 counseling; 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 federal, state and local employment laws
Develops and administers human resources programs and policies including staffing, compensation, benefits, immigration, employee relations, training, and health and safety. Ensures human resources strategies align with organizational business goals. Supervises human resources processes to ensure efficient operations for the organization. Requires a bachelor's degree. Typically reports to a manager or head of a unit/department. Supervises a small group of para-professional staff in an organization characterized by highly transactional or repetitive processes. Contributes to the development of processes and procedures. Thorough knowledge of functional area under supervision. Typically requires 3 years experience in the related area as an individual contributor.
Implement and administer employee policies.
Provide high-quality advice and service to management on daily employee relations and performance management issues.
Support the HR department in implementing programs to help improve the employee experience.
Offer proactive recruiting assistance.
Maintain ongoing relationships with employment agencies to ensure the selection of the most qualified candidates.
Identify ways to improve policies and procedures.
Prepare termination and severance letters.
Train and provide support to HR team members
اPreparation of monthly salaries of the entire firm (3000 employees and workers).
• - Preparation of payroll, incentives and rewards for the entire firm.
• - Preparation of tax adjustments and deductions, monthly and annual.
• - The establishment and follow-up system for the holidays cushion employees of the company.
• - Prepare and organize the files for employees to save documents.
• - Preparation of all acts of social insurance for workers and the company.
• - Participation in the organization of the work efficiency of periodic reports to employees and determine the annual increases for each worker separately.
• - Supervise the work of administrative affairs, and all of clients with governmental and non-governmental organizations.
59.6%