head of talent acquisition
Al Mutawa group - KIA - VOLVO- BOSCH - CHANGAN - KING LONG
Total years of experience :18 years, 7 Months
Handling almutawa group recruitment and hr
1 Establishes recruiting requirements according to hospital’s policies, procedures and objectives; in collaboration with department managers with continuous quality improvement.
2 Participates in manpower planning process, monitoring and recommending appropriate solution for identified bottlenecks or opportunities for improvement.
3 Coordinates with the Human Resources Manager and Heads of Departments/Sections in the preparation of: job vacancy specifications, grading, requirements and job descriptions and promoting equality and diversity as part of the organization culture.
4 Prepares job posting and advertising through appropriate venues as per hospital policy.
5 Liaises with approved recruitment agencies for supply of manpower requirements.
6 Develops a pool of qualified candidates and organized data bank for various positions.
7 Reviews, analyzes and evaluates applicant / candidate CV against job requirements.
8 • Conducts interviews to assess applicants’ relevant knowledge, skills, experience and aptitudes.
9 Arranges management interviews by coordinating schedules for best fit candidates with the initial screening recommendations.
10 Participates in interview panel discussions and decisions.
*PLEASE CHECK THE ATTACHED CV FOR BETTER VIEW*
*+965-94901237*
Talent Acquisition/Recruitment & Selection
• Manage the complete recruitment life-cycle from sourcing, screening, short listing, preparing offer, onboard process, probation evaluation and confirmation
• Responsible for preparing Manpower Planning coordinating with the Cost center manger through HR Director
• Handling entire recruitment - Local and International mobilizations
• Monitoring the new hire process, ensure that all steps are completed in accordance with established policies & procedures
• Preparing advertisement & notices for vacant positions in the organization
• Minimizing recruitment costs by managing hiring via the employee referral program and direct sourcing channels.
II. Training and Development
• Identifying Training need Analysis.
• Conducting employee Orientation class and preparing induction program
• Preparing Training Calendar.
• Arranging for Training Program both inbound and external.
• Administering the training program and receiving feedback.
• Prepare competency mapping and gap analysis for the employees.
III. Performance Management System
• Managing performance management system. Coordinating with the directors and department heads to monitor performance based on clear Goals set for each employee within the organization
• Coordinating with various department and branches for timely submission of appraisal evaluation form of their staff.
• Making & presenting appraisal sheet to the management to decide the rate of increment.
• Handling Performance Management System (PMS) consisting of goal setting, periodical performance reviews, performance appraisal, post appraisal counseling and rewards
• Plan, Direct & Supervise work activities of HR team, appraising performance of team members & propose recommendations to Group HR Director
• Issuing appraisal letter and processing salary as per revised pay.
IV. HR Policy and Procedure & Business Strategic
• Maintaining and Developing HR Policies & Procedures, Job Description, designing forms and updates
• Supervise HR functional staff to ensure that company rules & guidelines are followed with respect to human resource issues
• Provide HR Director with new suggestions and ideas related best HR Practices
• Overseeing issues (if any) with Embassies in relate to hiring employees from respective countries such as India, Philippine, Egypt, Bangladesh, Sri Lanka etc.,
V. Employee Relation:
• Maintaining healthy cordial employee relations and addressing employee grievances
• Facilitating a climate in which employees are encouraged to develop their skills to the fullest potential
• Conducting employee personnel counseling thereby reducing absenteeism and attrition.
VI. HR MIS
• Assisting HR Director to prepare and monitor HR budget for HR &A administration department.
• Preparation and maintenance of various HR reports e.g. department wise, cost center wise etc and timely submission of the same through SAP -HCM
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. & Attrition
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I. Talent Acquisition/Recruitment & Selection
II. Training and Development
III. Performance Management System
IV. HR Policy and Procedure & Business Strategic
V. Employee Relation:
Computer Science
