Recruitment Specialist
Almana Group
Total years of experience :14 years, 4 Months
• Establishing, planning & implementing recruitment strategy, hiring plan and budget
• Designing & managing recruitment & selection processes (reviewing JD, screening resume, interviews, negotiations etc.
• Establishing recruiting plan by studying organization manpower requirement
• Perform sourcing, screening, shortlisting, interview, offer negotiation, background check, pre-employment verification, visa application & on-boarding for a wide range of roles (junior, senior and executive)
• Developing plan, acquire management approvals and manage execution of overseas Recruitment Campaigns for mass recruitment.
• Participated in developing advertising programs related to recruitment plans and positions
• Requirements and identify and coordinate with advertising/recruiting agencies to publish job advertisements
• Analysing recruitment agencies’ performance - cost per hire, time to hire in line with the company’s P&P and budgetary plans
• 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
under General Education Department (