Muhammed Naseef

• Managed and organized from end to end recruiting candidates, assessing candidates, interviewing, hiring and onboarding all new employees
• Partner with hiring managers to identify current and future personnel needs
• Develop and implement successful recruitment processes that support the mission and values of the company
• Introduced strategic recruiting processes, which resulted in a reduction of time-to-fill from 90 to less than 30 days
• Developed solid job specifications, competitive compensation packages, and assessed processes for candidate identification and shared responsibility for key HR functions, including: Employee Relations, Succession Planning and Background Investigation

Sourcing of people by collaborating with the different recruitment agencies for Talen Acquisition
 Administer the employee orientation for all the newly hired employees.
 Interview workers and discuss with personnel any work-related problems that adversely affect morale,
health, and productivity.
 Explain and provide advice to workers about company and governmental rules, regulations procedures
and need for compliance.
 Explains and processing the company compensation and benefit programs, such as medical insurance,
leave applications, leave balance monitoring, attendance monitoring.
 Custodian of the HRMS - Responsible for entering all the information of the newly hired employees in
the system (HRMS - Oracle-ERP) Ensuring that employee database is kept updated at all times.
 Processing of requested bank letters, loan applications, certificates and health cards
 Administer the employee orientation for all the newly hired employees.
Check the suitability of candidate’s profiles against requirements, shortlist the candidates for technical
pre-assessment if required.
 Short listing and scheduling of interview, screening of candidates over phone.
 Conduct initial to final interview for vacancies.
 Payroll administration and validation of leave records.
 Consolidate Performance appraisals of employee for increments and incentives
 Administer corporate HR initiatives such as performance appraisal, evaluations, promotions and
disciplinary actions.
 Implementing new sourcing methods such as online portals, new recruitment agencies and social
networks.
 Working closely with Talent Management Department to tailor exact company skills requirements

Duties & Responsibilities
• Played a vital role in manpower planning, recruitment, selection, training, induction, orientation
and development of new employees in the organization through Career and Succession Planning.
intensively involved in overseas recruitment.
• Coordinating with the recruitment agencies to fulfill the companies’ manpower requirement.
• Developing job descriptions for all unique positions and ensuring all recruitment positions has an
• up -to -date job description.
• Follow up for the company group insurance policies for existing and new employees, renewal of
the policies
• Develop the HR policies, ensuring compliance and to contribute the development of corporate HR
policies
• ● Coordinating with Embassies for passport, Visa matters
• ● Coordinating with the Company PRO for the smooth operation of the visa, Labour and Residence
• permit matters
• Oversee the central HR administration -employee offer letter, Salary letter and employment
• Contracts, Accommodation, Transport issues etc.
• Filing and maintaining the confidential documents, Offer Letters, Contracts etc.
• Counselling and guidance cell -provide support of managers in the case of displinary issues,
• Employee Benefits, Performance appraisals etc.
• Screening & selection of potential candidates via telephone and personal interviews based on
• Recruitment request form from the end user.
• Ensuring all new employees recruited receive the relevant pre- employment documentation.
• Playing well roll in developing a good relationship with other departments, management and
Employees.
• Coordination between management and employees regarding HR issues.
• Providing weekly recruitment status update reports to HR Manager.
• Taking care of in house training and development activities of employees.
• Preparing organizational chart for regional level and department level.
• Preparing key manpower requirement report for entire regional level for every 15 days.
• Preparing monthly payroll.
• Prepare and follow budgets for personnel operations.

Duties & Responsibilities
Human Resource Management / Organizational Development
• Maintained communication with all levels of the organization as a primary focal point of contact for the
• employees.
• Provide appropriate advice to the employees related to wide range of queries based on the company's
• policies and procedures.
• Ensure employees queries are addressed and resolved in a timely manner.
• Process employment contracts for new recruits and Coordinate for orientation process.
• Ensure all personnel files and employee records are up to date.
• Implementing the HR policies, systems & procedures for the effective HR operations and
• development.
• Evaluating and facilitating continuous improvement of the individuals against preset goals and
• targets
• Devising organizational & departmental structure and streamlining job roles/job descriptions.
• level-wise development across the organization.
• Updating management about the monthly HR activities along with Recruitment status.
Duties & Responsibilities
Human Resource Management / Organizational Development
• Maintained communication with all levels of the organization as a primary focal point of contact for the
• employees.
• Provide appropriate advice to the employees related to wide range of queries based on the company's
• policies and procedures.
• Ensure employees queries are addressed and resolved in a timely manner.
• Process employment contracts for new recruits and Coordinate for orientation process.
• Ensure all personnel files and employee records are up to date.
• Implementing the HR policies, systems & procedures for the effective HR operations and
• development.
• Evaluating and facilitating continuous improvement of the individuals against preset goals and
• targets.
• level-wise development across the organization.
• Updating management about the monthly HR activities along with Recruitment status.
Performance / Compensation Management-

● Managing effective performance appraisal system; evaluating employees’ performance and rating
Follow up on Confirmation upon completion of probation period.
● Coordinate and follow up for the annual appraisal of employees & discuss on salary/benefit revision
with the operational managers, support staff managers and report to senior management.
● Coordinating with senior managements on an annual basis to review and revise the appraisal forms used
make it as objective as possible.
• Responsible for the data capture of employees such as performance appraisal rating and disciplinary
• outcomes and managing staff movements such as secondments, transfers, promotions and departures.
• Monitoring compensation trends and supervising Payroll & Benefits Administration to meet wing-to-wing
• benefits processing needs, analysis and resolution of escalated issues & critical deliverables.

Employee Welfare -

• Focal point of contact to all employees (different nationals / expats) on HR issues.
• Ensures the smooth and efficient onboarding process of new hires as per onboarding policies and
• Procedures. Overseeing of team operations to ensure the activities are completed within service level
agreements.
• Handling Employee grievances - Mentoring and counseling employees
• Exit interviews : Tracking and conveying feedback received during exit interviews for instituting systems
• to improve employee morale and motivation
• Conduct exit interview and facilitate smooth transition of employees exiting the organization by
• coordinating with the relevant departments. Analyze summary of exit interviews and appraise
• management.
• Collecting and verifying manpower data for monthly, quarterly and annual reports

Working closely with departments, increasingly in a consultancy role, assisting line managers to understand
and implement policies and procedures;
* Promoting equality and diversity as part of the culture of the organisation;
* Liaising with a wide range of people involved in policy areas such as staff performance and health and safety;
* Recruiting staff - this includes developing job descriptions and person specifications, preparing job adverts,
checking application forms, shortlisting, interviewing and selecting candidates;
* Developing and implementing policies on issues such as working conditions, performance management,
equal opportunities, disciplinary procedures and absence management;
* Advising on pay and other remuneration issues, including promotion and benefits;
* Undertaking regular salary reviews;
* Negotiating with staff and their representatives (Recruitment Agencies)on issues relating to pay and
conditions if required;
* Administering payroll and maintaining employee records;
* Interpreting and advising on employment law;
* Dealing with grievances and implementing disciplinary procedures;
* Developing with line managers HR planning strategies which consider immediate and long-term staff
requirements;
* Planning, and sometimes delivering, training, including inductions for new staff;
* Analysing training needs in conjunction with departmental managers