HR Manager
Sercotex for Textile
مجموع سنوات الخبرة :14 years, 2 أشهر
Compensation and Benefits:
■ Participate in the salary and benefits surveys (Job Masters, Mercer) and provide analysis/benchmarking of the existing reward practices.
■ Conduct the day-to-day operational management of the activities within compensation and benefits, personnel, and payroll to ensure that the eficient functioning of the compensation and benefits department can be guaranteed.
■ serves as an information resource regarding pay practices and policies and advises managers on routine compensation decisions for their employees, policy and guideline interpretation, and job evaluation.
■ Apply the job evaluation process and assess the organization's pay structure using the Hay method. ■ administering the organization's benefits programs (medical insurance, life insurance, mobile phone lines, etc.).
■ Develop policies and procedures regarding personnel, payroll, and compensation and benefits. ■ Design, update, and implement salary classification and compensation programs.
■ Manage the merit increases and salary structure design and update.
■ Managing and updating the performance-based pay programs (monthly incentive, quarterly bonus, and sales commission) and processing the payments.
Personnel and Payroll:
■ Ensure company compliance with all employment and labor laws and government regulations, and manage any labor or insurance issues.
■ Lead the HR personnel team, managing the day-to-day personnel and personal operations (hiring, separation, contract renewal, HR letters, investigations, etc.) and coaching personnel team members.
■ Managing the HRIS system (SST HRIS System) regarding data accuracy and updates, report development, integration with our internal Excel reports, and ensuring compliance with employment labor laws.
■ Oversee the processing of payroll changes (e.g., new hires, terminations, and raises) and system upgrades.
■ Manage external partners, like insurance vendors, and ensure legal compliance. etc.; and be responsible for all personnel activities and dealing with government authorities.
■ Managing all payroll transactions (overtime, leaves, sanctions, and any variable pay or deductions).
■ Managing 2 Bank (NBE, CAE & later CIB) Accounts and managing 2 outsource companies.
■ Collaborate with the accounting teams (reporting, monthly payments, and payroll bank transactions).
■ Managing external audits regarding HR department activities (Ex: SMETA - Sedex Members Ethical Trade Audit)
■ Maintain and develop a complex monthly JV report regarding the confidentiality of payroll details.
■ Maintain an advanced monthly/yearly dashboard for employees' average cost by cost center.
■ Prepare the HR budget and manage the merit increase, and follow up monthly with the actual vs budget to identify variances and reasons.
■ The first point of contact in any personnel/legal issue for advice before submitting it to the legal department for action.
Achievements:
1. Using the Hay Method and building a new grading system and salary structure, job evaluation.
2. Empower HRIS with eficiency and reporting capability and achieve an average employee satisfaction rate above 97% regarding payroll operations.
3. Reduce overtime costs by more than 60% after developing a detailed overtime report and tracking overtime on a weekly basis.
4. Successfully passing all the HR external audits (SEMETA - ISO) with high evaluation - 4 audits in 2 years)
5. Develop an advanced HR budget report with various forecasted details (using Excel data modeling, Power Pivots & DAX, and Power-BI).
■ Recruit, hire, and perform onboarding procedures.
■ Manage the personnel records and files (social insurance, medical, etc.).
■ Respond to all employees' inquiries professionally and on time.
■ Assist in the annual performance management process.
■ Manage the annual training programs, perform training needs assessments, take the proper procedures to find the appropriate training providers, and ensure implementation of the required training as planned.
■ preparing all procedures and documentation for the exit process (clearance, certificates, etc.).
■ Update and develop the company's current (policies, rules, regulations, and manual) and update the organizational structure based on business needs.
■ Manage Human Resource Information Systems (HRIS) and the related process of updating employees' data, information...etc.
■ supervise the ERP system (Onyx ERP) implementation process and training.
■ Update the organization chart and job descriptions, systems for performance evaluation, and HR planning.
■ Conduct the job analysis if needed.
■ Manage the hiring and selection procedures, such as current job descriptions, job opening announcements, candidate screening, interview arrangements, and exit interviews
■ Prepare employee documentation, including job offers and employment contracts.
■ supervise all personnel activities and policies and the staff of the personnel department.
■ Monitor, and update the employee databases to ensure accurate data and maintain personnel files. ■ Advise on appropriate legal action regarding employee release issues.
■ Manage personnel problems, such as non-compliance and employee grievances.
■ Managing the payroll process, monthly effects, and income tax calculations.
■ following up on hiring and termination procedures, the company car process, the orientation of newly hired or promoted employees, contract and contract renewal, monitoring daily attendance and leaves, and recording and updating employee information.
■ manage personnel files and documents and ensure that all governmental proceedings (forms (1), (2), and (6)) are established, signed, and submitted according to a standard timetable.
■ Preparing and ensuring monthly payroll fixed and variable transactions (hires, terminations, leaves, loans, overtime, penalties, incentives, and special bonuses)
■ Lead and supervise the personnel team in the following areas: Post job vacancies - Interviewing blue and white-collar workers; hiring; personnel records; insurance (social and medical) procedures - Leaves & Attendance Management - Disciplinary Sanctions - Resigns - Investigations - Inspection - Performance Appraisals.
■ Complete the payroll cycle from scratch, including taxation and social insurance deductions and various earnings, including overtime, allowance, and sales commission.
■ Follow-up Operating Orders, Refueling Follow-up, Vehicle Insurance, License Renewal, Maintenance Requests, and New Vehicle Requests or Transfers
■ staff inquiries and resolve admin problems - Maintain a gov-related documents database.
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