HR OFFICER CONTRACT JOB
ICON ADVERTISING
Total years of experience :9 years, 11 Months
Employee Engagement
Fleet Management
Performance Management
Compensation - salary & benefits administration
Payroll processing (Updating and Editing)
Labor Relations (Camp Management etc)
Organizational Development
Policy Planning and Implementation
Visa and medical process co-ordination
SAP Success Factors & SAP HCM: HRMS ERP
Oracle PeopleSoft: HRMS, ERP
MenaItech: HRMS ERP
HR Bayzat Platform HRMS ERP
Talent Management, Recruitment, Offer.
Global Mobility
Vendor Management
Employee Relations NOC, Salary Certificates,
Grievance Handling
Benefits and insurance processing, etc.
Leave recording and annual tickets coordination
Accommodation coordination and processing
Trade License Renewals
Tenancy Contracts Renewals.
MS Office: Outlook, Excel, Word & PowerPoint
Employee Engagement
Fleet Management
Retail Management
Talent Management, Recruitment, Sourcing, Hiring, Screening Resumes, Technical Recruiting
Global Mobility
Visa Processing
Performance Management
Employee Relations NOC, Salary Certificates, Grievances Handling, Disciplinary Actions. Salary Advances Deductions Fines etc
Payroll
Benefits insurance processing etc.
Compensation salary administration etc
Leave recording and annual leave tickets co-ordination.
Visa and medical co-ordination.
Accommodation processing and coordination
Salary and Benefits Administration.
Trade License renewals
Tenancy Contract Renewals
SAP HRMS ERP (Payroll, Time Labor, Database management PA 40, PA30, PA 20 Module)
PeopleSoft Oracle HRMS ERP (Payroll, Time & Labor, Database management)
MenaItech HRMS ERP
Personnel Management
Employee Training
HR Consulting
Labor Relations
Organizational Development
HR Administration
•Prepare new employee files and maintain filing checklist
•Coordinate all matters of work permits, visas and cancellation with the PRO
•Initiate visa process, arrange medical insurance other documents
•Make administrative arrangements for new employees including desks, network phones and business
•Mobile phones, business cards, access cards and other stationery and equipment (as per employee eligibility)
•Serve as a point of contact for all new employee questions
•Update and Maintain HR files & Databases using HR PeopleSoft Oracle,
•Perform file audits to ensure that all required employee documentation is collected and maintained
•Prepare the monthly attendance report for the payroll for all entities.
•Prepare the attendance for end of service and leave settlement and coordinate with finance department.
•Prepare expense reimbursements and medical insurance claim forms
Recruitment / Talent Acquisition
•Participate in recruitment efforts as per instructions from HR Manager
•Post job advertisements and organize Job applications and resumes
•Schedule job interviews and assist in the interview process
•Initiate the sourcing for all positions including liaising with the relevant Line Manager
•Maintain and update CV Database
•Perform initial screening of all short-listed candidates for each position and liaise with recruitment agencies
•Facilitate the interview process with Line Managers
•Prepare Employment Contract and undertake all reference checks and document attestation requirements
•Initiate the Group’s on boarding process by preparing and conducting induction trainings for new employees.
•Closely monitor and support new employees during their orientation period
Compensation and Benefits
•Record employees’ compensation and benefits entitlements in the employees’ payroll data
•Collect employees’ health insurance cards and distribute to employees’
•Track any overtime claimed by employees ensure correctly processed and paid in payroll.
HR Operations
•Manage time and attendance administration
•Maintain all data/ information relating to employees’ leave, overtime, attendance and advances
•Receive and implement data on learning and development actions and trainings
•Assist HR Manager towards the preparation of trainings either internally delivered or provided by an external vendor.
•Performance Management
•Assist in the performance management process by collecting and filing relevant documents.
•Administer, organize, and coordinate Group’s performance management programs.
•As part of Performance Management process assist the logistics of employee recognition in collaboration with
•Participate effectively in the company’s performance management system.
•Disciplinary and Grievances
•Support the management for disciplinary and grievance issues
•Enforce all disciplinary and grievance actions as per the HR Policy
•Prepare disciplinary documents as per instruction from HR Manager
•End of Employment
•Coordinate the end-to-end exit process for exiting employee’s final settlement preparation etc.
•Arrange exit interviews with all employees who are resigning (as required)
•Develop and maintain an Exit Checklist Form and ensure that all company owned assets are returned at end of employment for all employees.
Strategy and Policy development
•Develop Human resources strategy
•Develop, revise, and recommend HR policies and procedures
•Maintain and revise Buna handbook on policies and procedures
•Implement strategic organizational change to increase productivity and employee satisfaction
Admin and Planning
•Maintain directory and other relevant organizational charts
•Review, approve and monitor HR annual budget
•Contribute to the development of HR department goals, objectives, and systems
•Supervise clerical assistant and temporary staffing as needed
•Participate in administrative staff meetings
•Present to Buna CEO and Board of Directors as needed
Recruitment and Staffing
•Oversee recruitment efforts for all employees, including job description development, sourcing, testing, interviewing, hiring and onboarding
•Oversee new employee orientations and employee relations counseling
•Maintain the work structure by ensuring job descriptions and requirements are up-to-date, accurate and compliant with relevant laws for all positions
•Oversee exit interviews
Benefits And Compensation Management
•Review and approve Buna compensation program
•Structure competitive benefits packages, and oversee their success
•Oversee and review results of annual salary surveys
Training and Development
•Oversee and approve training programs
•Provide management direction and counselling
Performance Management
•Develop evaluation and performance management program
•Lead the implementation of the performance management program
•Handle investigation and resolution of employee issues, concerns and conflicts
Recruitment and Selection
•Attract, retain and motivate staff. Manage the recruitment process and ensure candidates fit the role and company culture
•Advertise vacancies, assess applications, interview applicants. Coordinate and manage the orientation of new employees, process probationary reviews, employee evaluations and terminations
•Analyze the skills and qualities required for each particular job and develop job descriptions
•Compensation and Benefits
•Design and implement compensation structures and variable pay plans
•Align internal equity with market data, and formulate compensation packages to staff
•Learning and Development
•Work in partnership with line managers; to identify individual development needs and source external training provision as and when required, monitoring training costs against budget
• Administer the evaluation of all learning and development activities
•Make recommendations on a cost-effective management development program to support the Board’s people management strategies
•HR Reporting and Administration
•Manage the transactional elements of HR including HR reporting, contracts, maintaining employee database etc.
•Responsible for HR data analysis such as staff turnover rate, attendance rate so as to manage the team in an effective way
•Performance Management
•Manage the performance management process for the assigned business units
•Act as a custodian of effective performance management practices
•Implement performance management/talent management initiatives
•Ensure that performance management is standardized
•Ensure that all employees are informed of and trained in the application of the performance management model and system. Monitoring, evaluating and reporting results
•Policies and Procedures
•Develop, implement and maintain HR policies and procedures to ensure effective, fair and consistent management of staff throughout the organisation, and ensure that the staff handbook is comprehensive and regularly updated.
Human Resources