Regional Senior Human Resources - HR Business Partner
Al Manaseer Group
Total des années d'expérience :12 years, 10 Mois
- Establishing the regional offices.
- Building HR Department in the regional offices.
- Talent Acquisition.
- Organization Development.
- Compensation and benefits.
- Create an Authority Matrix, organization structure, Job description.
- Payroll.
- Leading the HR representatives in each county.
- Manage the Talent Acquisition Process and ensure the selection of high caliber candidates.
- Manage the Talent Performance activities by ensuring the proper implementation of Azadea Policies and
Procedures (Employee Relation, disciplinary Matrix, road awareness and completion
- Coach managers on conflict resolutions and handling employee issues to increase productivity and boost
employee morale.
- Analyze various organizational HR performance indicators such as employee turnover, performance
appraisals results, etc.
- Develop and implement trainings programs based on the learning need analysis and in line with the yearly
learning and development strategy and approved budget.
- Follow up on the completion of Performance Development Plans (PDP’s) and Performance Improvement
Plans (PIP’s) through various learning activities and manage the performance appraisal cycle
- Implementation of new ideas, methods, and technologies to better meet the ever-evolving requirements of the
organization and its workforce by anticipating future needs and circumstances.
- Recruit, train, motivate and evaluate the HR team to ensure that the department has the necessary skill base,
and that staff are optimally motivated and enabled to maximize their potential and contribution to the company.
Job Role: Human Resources
- Recruitment/ Talent Acquisition
- Delivery day to day operational activities such as Leave Management, onboarding, off boarding, payroll, employees' services and others for the ME countries at high quality and on timely matter
- Engage in internal business process and automation projects and deliver as needed
- Work with data analysis and visualization related to the function to support continuous improvement
- Collaborate, coordinate and share effectively with others within the same function and others
- Keep up-to-date with technical developments for the business area
- Follow risk management and compliance procedures.
- Design and implement company policies and follow and uphold with PwC's policies, code of ethics and business conduct
•Supervising/ monitoring resources within defined boundaries or a specialist area, which may include people, assets and/or budgets
•Providing support and advice to managers on areas of work covered in their remit
•Provides support for and implements operational plans to agreed standards
•Assists with the development of solutions to diverse and complex problems and develops solutions to more routine problems
•Applies information received in a variety of formats primarily from internal sources
•Flexibility to anticipate and resolve challenges within the operational context
•Impact of this role is significant within the department and could have some impact division(s)-wide
•Advise managers on interpretation of Oxfam HR policies, procedures, systems and processes and Oxfam Staff handbook, and lead in any necessary review process
•Monitor and advise management on changes in Oxfam HR policies, procedures, systems, processes
•Monitor and advise management on changes in Jordan labour law
•Monitor and support the implementation of HR policies and procedures within the programme and report non adherence to the Human Resources Manager
•Participate in forums or working groups relating to HR management
•Work with the HR Manager to review the Staff Handbook for Oxfam Jordan
•Assist the recruitment manager in recruitment processes including placing adverts, long listing,
interviewing, organising tests, maintaining the recruitment database for Jordan, proper filing of recruitment records
•Assist managers in taking up references and obtaining results of pre-employment medicals
•To set up and monitor induction for all staff ensuring that meetings are arranged and that feedback is obtained. Ensure the induction pack is up to date at all times
•To ensure that all vacancy bulletins are circulated and that standard Oxfam forms etc. are made available to staff
•Ensure that all new staff are issued with Oxfam ID cards
•Ensure issuing contracts, renewing contracts and keeping management informed of contracts end dates
•To monitor dates relating to probationary periods, performance review, and end of contracts; keep leave administration up-to-date, and inform managers of leave balances of their staff
•Ensure that personal files for all staff are complete and up-to-date
•Ensure that all records for all Oxfam GB Jordan staff (leave, performance management, medical claims and any others) are up-to-date
•Ensure that for leavers all leavers procedures are followed (exit interview, equipment or documents are retrieved, leavers financial checklist)
•Ensure that the monthly payroll is done timely and accurately, in coordination with the Finance Department
•Ensure that the Global Online Database (GOLD) record is up to date to the new starter and leaver
•Monitor absence as result of illness and inform managers of trends
•Liaise with medical providers ensuring a high quality of service is offered
•Arrange for Health and Safety assessment and monitoring of action plan in accordance with Oxfam guidelines
•Ensure medical evacuation procedures through van Breda/Healix are in place and know to (international) staff
•Arrange for information sessions on stress management
•Arrange for first aid training for selected staff
•Ensure that Oxfam GB’s performance management system and all relevant processes are implemented in accordance with the Organisation’s performance management cycle
•Coach and support managers to optimise the performance of their staff, ensuring that assessment of performance is objective and that poor performance is addressed appropriately
•Produce an annual Training Needs Analysis based on Performance Review reports received
•Build up a database of training providers; provide information to the field and arrange attendance at training courses
•Assist in the gathering of information for the annual salary review, which will include data from other NGOs and Cost of Living surveys
- Make Job Analysis
- Define Job descriptions and KPIs
- Recruitment and making interviews
- Making performance evaluation for the employees
- Write and update affirmative action plans according to the internal policy for the company and the Jordanian labor law
- Create or update employee handbooks and policy manual
- Training needs assessment
- Salary Scale and Career Ladder
- Attendance Monitoring
- Health Insurance
- Payroll
- Working in the Payroll ( Bayan ) system
- Working in the SCM ( Supply Chain Management ) system
- Responsible for the health insurance
- Issuing official letters related to inside and outside matters
- Recruiting process : Resume’s screening, interviews preparation and making candidate’s evaluation
- Building internal system: Improving policies and procedures for the internal company bylaw, leaves policy, compensation and benefits… etc.
- Making the GID for the employees
- Follow up employees needs and all the missing documents in their files
- Preparing for the monthly payroll ( attendance ) and making reports in Payroll system
- Making PAs for the employees ( Personnel Action Form )
- Making Social security and Income Tax report
- Making Name Tags for the new employees
- Personnel data entry and records maintenance
- Preparing for the interviews
- Responsible of staff contracts
- Follow up employees attendance
- Follow up staff uniform and the name tags ( appearance )
- Follow up staff training
- Filing
- Filtering the CV’s and the job application forms
Human Resources / Personnel
Its 100 Hour From Nov, 2013 Completed the Diploma in 1 year because i took the intensive course. This course examines the role of the human resource professional as a strategic partner in managing today's organizations. Key functions such as recruitment, selection, development, appraisal, retention, compensation, and labor relations are examined. Implications of legal and global environments are appraised and current issues such as diversity training, sexual harassment policies, and rising benefit costs are analyzed. Best practices of employers of choice are considered
My GPA is 2.67 which is (Good Degree) and finished my education study through 3.5 years
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