Group HR Director
Marseilia
Total years of experience :21 years, 0 Months
• Building human resource strategies and developing regulations and administrative systems
• Developing the administrative structure and creating job titles and job descriptions
• Developing the salary structure and cash benefits
• Establish recruitment plans and selection criteria
• Establishing performance appraisal systems based on the latest evaluation methods
• Assist the board of directors in setting development strategies
• Submit performance and career development reports to the Board of Directors
• Establishing the Human Resources Development Department
• Oversee an organization’s recruitment, interview, selection, and hiring processes
• Determining suitable salaries and remuneration
• Providing the necessary support systems for payroll requirements
• Implement performance management and review process
• Plan and coordinate an organization’s workforce to best use employees’ talents
• Serve as a consultant with other managers advising them on human resources issues
• Manage over all HR management sections and activates
• Managing company staff, including coordinating and supporting the recruitment process
• Oversee an organization’s recruitment, interview, selection, and hiring processes
• Determining suitable salaries and remuneration
• Providing the necessary support systems for payroll requirements
• Developing adequate induction and training
• Supporting employee opportunities for professional development
• Implement performance management and review process
• Plan and coordinate an organization’s workforce to best use employees’ talents
• Plan and oversee employee benefit programs
• Serve as a consultant with other managers advising them on human resources issues
• Coordinate and supervise the work of specialists and support staff
• Work as OD consultant to develop the business plan in cooperation with the others department managers
• Submit performance reports related to the Board of Directors and put forward proposals that develop business in the group
• Manage over all HR management sections and activates
• Re-engineering the organizational structure of the company.
• Development of policies and procedures governing the workflow.
• Establishing a number of departments (Customer Service - Marketing - Human Resources).
• Developing the sales management by new sales strategy and modern modules.
• Developing the project management department.
• Setting performance indicators (KPIs) to evaluate the performance in all departments at individual’s levels and departmental levels as a whole.
• Developing the administrative and management system as a whole by applying the (MBO) management model.
• Follow up work with departments managers and explain solutions to obstacles to improve work performance.
• Submit comprehensive reports on the work of the group to the Board of Directors and contribute to making investment decisions.
• Establish a regional branch of the company to expand into East Asia.
• Designing the organizational structure of the company to appoint employees in all departments.
• Defining expansion and marketing policies in East Asian countries.
• Developing long and short term operational plans.
• Create a network of relationships with government agencies and private companies to provide the company's services.
• Setting performance standards based on the comprehensive quality standards applied in East Asian countries
• Working to achieve a sales volume of 1 million $ for the first year, with an increase of 25% annually.
• Setting the financial policies for the annual budget.
• Business development in all departments to achieve the set goals.
• Analyzing market needs and developing training and consulting plans.
• Analyze periodic performance reports and work on the company's ongoing development
• Developing human resource management policies.
• Designing the organizational structure of the company.
• Recruitment of experts in all fields presented by the company to its clients.
• Designing performance evaluation models based on business kip’s and international standards.
• Review and training and consulting plans.
• Setting an annual salary plan, incentive system, compensation and penalties.
• Adoption of the monthly salaries and incentives according to the established system.
• Work to develop employee performance through training and on-the-job training programs.
• Approving operational business plans in the commercial sector (marketing - sales - customer service).
• Following up on business and performance rates to amend paths of deviations in performance and solving problems facing departments of various specializations.
• Work on develop the business by cooperate with the other managers.
• Enhances the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Prepares employees for assignments by establishing and conducting orientation and training programs.
• Manages a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions.
• Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Completes human resource operational requirements by scheduling and assigning employees and following up on work results.
• Advances human resource staff job results by counseling and disciplining employees; and planning, monitoring, and appraising job results.
• Developing human resource management policies.
• Develop and re-engineering the organizational structure of the company.
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