- Participate in the development and update of Company’s strategic direction, goals and objectives.
-Participate in the development of Company’s business plan and ensure that all activities within the HR department are aligned with it.
-Participate in the development of Company’s annual budget and maintain costs and expenditures within the set budget.
-Direct the development and update of long and short term HR strategic goals, objectives and plans which include all activities related recruitment, employee relations & government relations, training & development, organization planning & development and support services
- Oversee and supervise the implementation of the strategic initiatives, as applicable, and communicate the strategy and initiatives to all individuals within the department.
- Direct the development of the departments’ guidelines, policies and procedures and ensure its implementation across all departments while ensuring compliance with company’s strategic goals and objectives.
- Establish formal and informal communication lines across the department to allow prompt identification and resolution of problems that impede achievement of strategic goals.
- Report to the Chief Financial Officer on the status of all HR activities.
- Manage, supervise and monitor the performance of following divisions’ operations:
o Recruitment
o Employee Relations & Govt. Services
o Support Services
o Organization Planning & Development
o Employee Training & Development
- Ensure that required talent is recruited as per annual manpower plan. Identify sources of recruitment and maintain good relationships with them.
- Develop and administer a competitive yet cost effective compensation and benefits structure.
- Organize and set up a central employee file and retrieving system for all company’s employees.
- Direct and guide the implementation of company’s employee grievance process.
- Oversee the execution of annual employee performance management cycle.
- Review and approve training and development initiatives based on skills gap analysis. Manage approved training and employee-development budgets, and assure that budgets are not exceeded, while delivering effective training which meets organizational needs.
- Develop and implement training programs to improve the skills of employees.
- Develop and co-ordinate a succession-planning program for high-potential management employees.
- Develop the costs and staffing requirements for all training programs and gain approval for these programs.
- Identify markets and sources of manpower for management, professional, and technician’s positions.
- Develop a manpower-planning process in order to recruit, train, and move into production the required numbers of employees in a systematic and orderly way.
- Develop cost-effective base salary structures for the company’s which reflects competitive pay-rates for different levels of skills and responsibility and different base location of the employees.
- Provide executive management with analyses of the competitive position of the current compensation and benefit programs of the company, along with recommendations for changes in design, structure, or levels of compensation or benefits, in order to attract high quality employees at all levels of the organization.
- Develop cost-effective incentive or bonus plans for the company which support both the short-term and the long-term goals.
- Organize and set up a central employee file and retrieving system for all the company employees.
- Oversee the system set up for monitoring employee turnover, disabilities, and absences for review and recommendations.
- Oversee exit interviews with all employees who separate from the company in order to identify problem areas and propose recommendations for improvement.
- Company industry:
- Marketing
- Job role:
-
Human Resources and Recruitment
