HR -Talent Acquisition In charge
Techno Q
Total years of experience :15 years, 2 Months
• Provide exceptional client service and candidate experiences throughout the full life cycle of recruiting
• Consult with managers to identify/scope recruitment needs and develop/implement effective sourcing strategies Source, screen, and guide candidates through a successful interviewing and candidate experience
• Develop and maintain network of contacts to help identify talents and source qualified candidates, leveraging online recruiting resources and Monitor, participate, and enable best candidate interviewing process using a competency-based assessment methodology
• Prepare candidates for interviews by providing detailed information on the company, business strategy, department background, job description etc.
• Use effective and appropriate communication approaches that include keeping others informed (manager, peers, clients, candidates etc.)
• Development of ongoing and cost-effective sourcing strategies Maintain accurate and organized documentation on all candidates, searches, and other recruiting activities to ensure a safe and thorough audit if required
• Consult and advise stakeholders on all assessment use and interventions and provide assessment analytics as needed
• Determine and strengthen the link of assessment-based decisions and business success criteria
• Define and own assessment governance framework, ensure adherence to best practice principles, and drive increased assessment competence and expertise amongst users.
• Monitor the unconfirmed employee list along with promoting alerting the status.
• Closing the payroll include additions and deletions with the account department.
• Handle employee financial settlement's preparation and gratuity.
• Provide guidance and assistant to the employees regarding the company policies and procedures.
Recruitment
• Analyzes the performance of recruitment agencies, the cost per hire, time to hire and recommends changes and improvements
• Tracks the list of the recruitment agencies and their terms and conditions; introduces standardized terms and conditions
• Collaborate with division/department Managers to assess their hiring priorities for vacancies on Manpower Plans to ensure that all positions are processed in a timely manner.
• Initiate sourcing and gathering of candidates CVs through websites, agencies, newspapers and internal databases.
• Approve drafts of job advertisements and forward to the Dept. Manager
• Search for additional sources of manpower by developing relationships with new recruitment agencies both inside and outside the country.
• Complete all required documents for the accreditation of Recruitment Agencies. This may include personal communication with the Embassy of the countries in question where agency accreditation is required.
• Coordinate with various recruitment agencies, including providing manpower requests and updates on current vacancies.
• Conduct initial interviews with applicants to screen for the most qualified candidates.
• Forward the CVs of qualified candidates to the hiring department.
• Coordinate and follow-up on feedback from departments about forwarded CVs
• Prepare employment offers.
• Prepare various recruitment related reports as requested.
• Perform any additional, related jobs that may be assigned from time to time
Performance Appraisal
• Assisting in designing the performance management system and KPIs.
• Design the individuals KPIs according to Organizational and departmental KPIs.
• Design performance management platforms (Procedures, processes, and documentations).
• Monitoring and reporting compliance with the performance management Policies and procedures.
• Coordinate and facilitate the communication to all staff of performance issues.
• Conducting the performance appraisal periodically.
• Monitor the performance management process and ensure that the performance appraisals are complete in a timely manner.
Organizational Development
• Prepare and implement the best practices of recruiting policies & procedures which help in developing the staff
• Implement policies and strategies for the performance matters.
• Prepare detailed job descriptions and define job levels & families, in partnership with the department’s managers.
• Update and maintain all the jobs description all over the company’s departments.
• Develop the organization charts in terms of departments, positions, employees and relations in addition
• Designing and establishing new title structure and updating organization structure
• Coach managers on conflict resolution, handling employee issues, motivating subordinates and
• building teams, in order to increase productivity and boost employee morale
• Conduct exit interviews and facilitate the exit process including coordination of final settlement, visa cancellation, etc...
1.Create and Update the HR Policies and Procedures Manual
2.Design, develop and the implement - Recruitment & Selection, Job Description, Manpower Planning & Development. Policies & procedures which help in developing the staff
3.Prepare & Monitor the performance management process and ensure that the performance appraisals are complete in a timely manner.
4.Review and implement approved performance process & procedure and ensure all PMS practices are reflected in the PMS System.
5.Conduct key performance indicators to all members of the organization
6. Revises and maintains organizational charts to reflect the current organizational structure, reorganizations, approved budgeted positions and current incumbents.
7.Design the organization charts in terms of departments, positions, employees and relations in addition
8.Update and maintain detailed organization structure for the company ensuring that any changes are accurately reflected.
9.Develop and monitoring the execution of the internal mobility policies and follow up On Employees Induction Period.
10.Design & conducting the job analysis process starting with questionnaires and candidates’ Interviews
11.Prepare detailed job descriptions and define job levels & families, in partnership with the department’s managers.
12.Update and maintain all the jobs description all over the company’s departments.
13.Assist to prepare the annual workforce planning process by identifying needs and drive implementation of agreed upon action plans
14.Works with line managers to collect the annual recruitment needs to prepare the manpower plan for further approval.
15.Assign new hires to appropriate titles in line with the established titling structure
16.Responsible to keep a qualified candidates data base through placing job advertising in various media, employment fairs, and recruitment agencies to refer and recommend qualified candidates to the line managers for technical interview and final approval for hiring..
17.Screen all CV’s and conduct the entry level interview to obtain work history, education, training, job skills, and salary requirements through the personal interview skills and some personality tests.
18.Conduct new hires orientation to insure the employees’ full awareness with their job description, career path, the company’s line of business, policies and procedures and objectives. Internal and external job posting for vacant positions and interviewing the applicants.
19.Conduct employment offer for new employees
1. Develop the company's Organizational Charts annually with line managers considering organizational &departmental objectives.
2. Develop the organization charts in terms of departments, positions, employees and relations in addition
Conduct promotion and transfer procedures
3. Design & conducting the job analysis process starting with questionnaires and ending with candidates’
Interviews.
4. Formulate the job analysis for all new jobs according to organization charts
5. Formulate the job description product and an individual KPI sheet for each job. .Planning & executing for
The job mentoring process across various organizational functions
6. Conduct job redesign and analyze main accountabilities for all jobs to identify overlap
7. Conduct the job profile process to determine the functional competencies, behaviors and motives
Of behavior Shared between jobs and determine the DISC for each job
8. Conducted exit interview for resignation employee to be used in developing the cross-functional
organizational processes
9. Analysis Exit interview to identify factors which harmful the employees in their jobs with guidance of
OD section head
10. Responsible to make analysis for employee effective survey to evaluate and making recommendation report
11. Modify any changes in the Employees database (New Hires, Promotions, Transfers, rotations and Resignations) at all charts and informing the concerned departments.
12. Prepare, coordinating and holding Presentations, Parties & Facilities for Retired Employees.
13. Develop and monitoring the execution of the Transfer and Promotion policies and follow up
On Employees Induction Period.
14. Develop and issuing for Certificates of Experience.
15. Design and developing B-TECH Newsletter for enhance effective organization-wide communications which is released quarterly
16. Follow up the employees Suggestions & Complaints System to enhance Employee Engagement.
Participate on Performance Management System.
17. Participate in preparing the motivation system.
18. Prepare the OD Section Monthly Report.
1. Interviews workers and discusses with personnel, human relations, and work-related problems that adversely affect morale, health, and productivity.
2. Evaluates and resolves human relations, labor relations, and work-related problems, and meets with management to determine appropriate action.
3. Meets with management to discuss possible actions to be taken
4. Interviews workers to determine reactions to specific actions taken.
5. Prepares reports on workers' comments and actions taken.
6. Maintains medical, insurance, and other personnel records and forms.
7. Attends conferences and meetings, as employee-management liaison, to facilitate communication between parties
8. Prepares reports and enters and updates medical, insurance, retirement, and other personnel forms
9. Participating in gaining (ISO 9001) certificate
10. making a new method for attendance (finger print)
11. Cooperating with quality manger to ensure that the company meets its goals
12. Coaching newly hired employees in company procedures
13. designing a new documents that display appraisal performance for all administration
Professional Human Resource management
August 2011 Bachelor's degree in Business Administration, cooperative & Managerial studies. Grade : good