HR And Administration Manager
sorting and recycling company for environmental services
Total des années d'expérience :12 years, 9 Mois
Establishing the HR department from scratch.
- handling HR Digitalization (HR Self-Service).
- handling the headhunting for the department manager and director
- establishing new departments.
- handling Admin Affiars .
- handling the rental manpower
- Creating the policies and procedures
- reviewing and updating the company salary scale
- managing separation processes from the company to merge with the new company.
- reviewing and updating Total Rewards.
- Reviewing and updating compensation and benefits policies.
- handling mobilizations for sites, offices, and other branches .alonge with other recruitment requests.
- managing the training plan after the training need analysis.
- managing OD in terms of updating the company structure, creating job descriptions, performance appraisals company surveys ... etc
I was handling the Saudization manpower planning.
- managing Saudi's mass recruitment.
- review the policies and procedures
- handle the training plan for Saudis
- review the new governmental regulation for Saudization.
- handling the investigation of the incidents
1. Preparing the policies and procedures manuals for the human resources in the company and the procedures for their application.
2. Planning and preparing policies for attracting and managing human resources in the company.
3. Supervising the management of personnel files with regard to recruitment, training, insurance, working hours, departures, leave balances, termination of services and compensation.
4. Apply the instructions and procedures approved and issued by the company and the internal system.
5. Receiving new employees and introducing them to the company, its regulations, instructions and work facilities.
6. Participation in the work of the employment committees by virtue of the position.
7. Managing the human resources system approved in the company, keeping it up-to-date, and preparing the necessary reports and statistics for the competent administrative levels in the company.
8. Implementation of studies in the field of salaries, procedures and results of evaluation of the performance of employees and making recommendations.
9. Approving and supervising the preparation of the monthly payroll for all employees of the company.
10. Planning and implementation of the human resources development plan and determining career paths for employees.
11. Supervising the training of employees or recommending their assignment for training courses.
12. Coordination with the responsible authorities in the company in all issues related to workers.
13. Planning and implementing mechanisms for evaluating the performance of the company's employees.
14. Responsible for the custody of human resources and their liquidation with the finances, according to the regulations in force in the company.
15. Submit reports on the department's achievements periodically and whenever requested to do so.
16. Carry out the work assigned to him within the scope of his competence.
Managing all HR activities such as :-
Talent acquisition
Personnel
Government relations
Logistics
Admin Affairs
• Creation of policies & procedures
• Designs the selection matrix for choosing the optimum recruitment channel and recruitment source
• Explores the market best practices in the recruitment and staffing and implement appropriate best practices in the organization
• Builds a quality relationship with the internal customers and external recruitment agencies
• Conducts job interviews for the managerial job positions (or key jobs in the organization)
• Manages and develops the Recruitment and Training team (10 Employees) of 20 Companies in different sectors as following: -
- Ready-Mix
- Concrete
- Construction
- Aluminum
- Aluminum extrusion
- Electrical installation
- Housing and Catering
- Sweet water
- Landscaping
• International hiring through recruitment agencies
• Deployment of testing tools for candidates
• managing the delivery of training and development programmes and, in a more senior role, devising a training strategy for the organization.
• evaluating training and development programs
• Select appropriate methods to meet identified training needs.
• Research, design and deliver training programs, sessions, lesson plans and materials.
• Arrange visits and placements with outside agencies and organizations.
• Ensure the business meets its needs of Saudization percentage as set by the governments. You will work closely with HRDF and implement a Saudization strategy for both the shops & support offices.
• Supervising all HRDF activities including: Hiring, Maintaining Saudis, Regular Money Collection and following up the validity of the signed agreement.
• Recruit Saudis to achieve overall Saudization goals.
• Department goal planning.
• Career path planning.
• Provide professional support and advice on best practice of recruiting Saudis- and non-Saudis calibers.
• Ensuring the on-boarding procedures are properly completed till the new employee is mobilized to the assigned dept.
• - Monitoring Saudi Applicant resumes, preparing shortlist for them and creating an accurate tracking system to secure a ready pool of qualified candidates.
• - Assist to Conduct interviews for Candidates and running reference checks to identify the best applicants.
• - Preparing the monthly probationary evaluation report for the newly hired employees.
• - Revising contracts, employment approvals and all related paperwork to guarantee the correctness of recruitment documents.
• - Conducting exist interviews
• Lead the Saudization (Netaqaat) effort for the Company
• Local hiring through career fairs at universities, direct recruitment and social networking
• Working closely with technical colleges for plant recruitment
• Coach line managers, trainees and trainers solve specific training problems, either on a one-to-one basis or in groups.
• Manage and submit the information to GOSI.
• Visit the work site of the Saudi employees regularly to survey the living and work condition and learn the requirement of the Saudi employee on site
• Perform any additional duties assigned by Group HR Manager.
1. Screening CV’s based on predefined criteria given by upper management /Recruiting manager.
2. Shortlisting and filing CV’s for future uses.
3. Calling candidates and arranging interviews with them.
4. Preparation of Job offers in coordination with the recruiting manager.
5. Communication and coordination with new candidates regarding terms of employments and then steps for travel and joining.
6. Before arrival of the new employee following up his visa, temporary accommodation and transportation up on arrival.
7. After arrival of the new employee, following up his residency, insurance, house allowances, and transportation .
8. Introducing the necessary part of the company policy and procedures for the new employees.
9. Taking the JD from the functional manager in coordination with the recruitment manager and assuring it’s explanation to the new employee.
10. Following up the technical performance during probation period in coordination with functional manager.
11. Following up the yearly task of visa, work permit and insurance renewals.
12. Following up the governmental pursuer (معقبين) for all issues related to employees official works (reentry visa, other official papers)
13. Follow up and preparation of training sessions and technical seminars in coordination with functional managers and HR manager.
14. Assisting the HR manager in the development and implementation of the policy and procedures.
15. Temporally preparing payrolls in term of hours of works, overtime etc../ Another employee will be dedicated for this task later.
•Recruitment: to search for suitable candidates that match the existing and future manpower requirements for the implementation of the company’s Saudization Program. Recruitment requirements includes Professional, Technical and Skilled levels
•To conduct competency based interviews with potential candidates.
•Prepare reports regarding interview evaluations and hiring recommendations.
•Arrange recruitment campaigns whenever is needed.
•Prepare Job Offers and Contracts for accepted candidates.
•Establishing networks with recruitment agencies and institutions.
•To coordinate with HRDF regarding newly hired employees to be integrated in the system.
•Prepares monthly and Annual reports of recruitment activities.
• Seeking for talanted candidates.
• Recruiting for Nesma trading company and 6 of our sister companies.
• Recruiting for 10 operation lines :-
A. Construction.
B. Facility Management.
C. Technical systems.
D. Industrial security.
E. Industrial catering.
F. Banqueting & Events.
G. Tour and tourism.
H. Business ventures.
I. Manufacturing for steel and iron.
J. Corporate support.
making plans for the EST
Electronic transaction
Financial analyst
Click to edit education description The financial specialization in the international, regional and local universities developed and varied remarkably because of the economical developments that led to appearance of new specializations. They achieve the requirements of the market. For this purpose, King Faisal University founded the financial sciences on 3rd/2/1428 A.H– 21st/2/2007 C.E. to offer specific education on the scientific and practical bases and to achieve ongoing and increasing requirements of the international, regional and local market through highly efficient students to work in the public and private sector.
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