Mohammad Eraiqat

Design and optimize recruitment processes to attract top talent. Implement strategies for onboarding, performance management, career development, and retention to build a highperforming and engaged workforce.

Develop and implement comprehensive HR strategies aligned with organizational goals. This includes workforce planning, talent management, and succession planning to ensure that HR initiatives support long-term business objectives.

Analyze and recommend improvements to organizational structures, roles, and responsibilities. Facilitate organizational design and restructuring efforts to enhance efficiency and support business growth.

Lead clients through HR-related change initiatives, such as mergers, acquisitions, and culture shifts. Develop and execute change management plans that minimize disruption and maximize employee buy-in.

Craft and implement programs to boost employee engagement and satisfaction. Address and resolve employee relations issues, fostering a positive and inclusive work environment.

Advise on competitive compensation structures, benefits packages, and reward systems to ensure they align with market trends and organizational goals.

Utilize HR data and analytics to drive decision-making and measure the effectiveness of HR initiatives. Provide insights and recommendations based on data to enhance HR practices and overall organizational performance.

Ensure that HR practices comply with relevant labor laws and regulations. Develop policies and procedures to mitigate risks and address legal and ethical issues

Create company structure & jobs mapping.

August 2023 - August 2024

• Prepare the annual recruitment plan and discussed it with the concerned departments.

• Create and maintain organizational chart and detailed job description with salary records.

• Prepare job description, job analysis, job evaluation, job classifications, salary scale.

• Assist in Preparing the annual training plan and discussed it with the concerned departments.

• Follow up on the implementation of the annual recruitment and training plan.

• Study organizational plans and objectives to determine requirement needing and coordinate the 360 Recruitment.

• Coordinate and create competencies dictionary for the employees and reflect it in job description and performance appraisal.

• Coordinate and supervise the performance appraisal process for the employees and train all employees and managers performance appraisal system.

• Conducting resourcing needs analysis briefings with hiring managers to understand current and future requirement.

• Coordinate and supervise the payroll and compensation and benefits process for the employees.

• Organize quarterly and annually employee’s performance reviews

• Review the vacations and leave register that prepared by HR & Admin officer.

• Implement disciplinary action in accordance with the company policies and procedures.

• Verify the completion of the setting goals process measurement indicators from the department managers.

• Hold meeting with the resigning employees to make appropriate decision about resignation request.

• Implementation the services termination process during the probation period for new employees. • Provide prober orientation to new employees and introduce them to company policy.

• Conduct a random check on the personal files to ensure that the files are matched, saved and updated.

• Manage the succession planning process, determine the key position’s that required succession, and determine the required action.

• Support employees and answer their inquiries.

• Manage social responsibilities and team building activities.

• Create and maintained personal employees’ files that reflect all relevant information regarding their employment.

• Participate in strategic planning process and setting the operational objectives.

• Ensure compliance with overall company and labors laws.

• Manage HRMS company system and update when necessary

Keep track recruitment process.

• employees Budget - CTC.

August 2022 - July 2023

• Identifying the company’s hiring needs by Workforce Planning (Study & Budgeting & Analysis)

• Job evaluations and job analyses.

• Creating and Writing Job Descriptions.

• Payroll and incentives & supported day-to-day HR operations.

• Recommending policies that will improve the company’s culture and suggest ways to hire the best candidates for the job.

• Assistance in Key Performance Indicators (KPIs) process. • Assisting in Identifying short- and long-term goals to ensure top-notch employee performance.

• Analyzing data and statistics for trends in recruitment practices, motivation, turnover, compliance with employment laws employee performance, retention, and cost-per-hire rate.

• Implement the policy and metrics to determine the efficiency and impact of the workforce. •

• Ensuring all employee records are maintained and updated with new hire information or changes in employment status.

• Investigation Process & Responding to employees’ queries and resolving issues promptly and professionally.

• Monitor individual and team performance and ensure KPIs are met to achieve
Goals, operational efficiency and teamwork.
Continuously analyze HR policies and implement
positive changes.
• Maintain employee relations through proactive
contact with employees.
• Draft reports and presentations on HR changes for senior management.
• Supported day-to-day HR operations through
data analysis and reporting.
• Identified and resolved employee issues on daily
basis.
• Served as a link between management and
employees by handling questions
interpreting and administering contracts and
helping resolve work-related
problems.
• Supervising a functional structure for
employees, supervising it and following it
up to determine the needs of the manpower.
• Root Cause Analysis for the waste of time &
money of the manpower.
• Employees Utilization : Measure & Determine
the Utilized & Wastage time in
the work.
• Track and Audit Overtime hour explain its
causes, analyze it and reduce its
costs through root cause analysis.
• Supervising the internal system of violations.
• Follow-up training for employees with the
Training and Development
Department.
• Supervising the development of plans for
manpower needs.
• Job description & Analyses .

Keeps employee records up to date by processing
employee status changes in timely fashion..
Maintains listing of approved positions along with
assigned salary grade levels..
Processes personnel action forms and ensures proper
approvals; disseminates approved forms..
Salaries and incentives.
Job description.
Maintains the employee handbook with updated
resolutions and other pertinent information, as needed.
implementation of the performance appraisal process
through distributing collecting and analyzing
performance results..
Prepares and submitting all relevant HR letters/documents/certificates as per the requirement of employees in consultation with the management

Documented and assisted with calculations of company payroll, Performed office operations,
Managed switchboard, Received and distributing
office communications & reconcile the number of
employees.
Troubleshooting and resolving Timesheets, Expenses & Purchase orders related issues, Data gathering.
financial situation, vacations and additional salaries.
Working with quality team on various accounting processes.
Supervising the financial position of the worker.
Prepare daily Excel reports.
Salary auditing and approval.