Rabail Shaikh

•Defining & setting up of HR / Manpower plans for the various sections / departments
•Co-ordination & formation of Organizational Structure, with a view to achieve optimal task accomplishment, in line with the Business Objectives, and which require regular updates
•Advise and assist Managers in the preparation of role descriptions and person specifications. In addition support Managers during the interview and selection process.
•Developing a recruitment plan, deciding on the source of recruitment either internally, through recruitment agencies, colleges, advertising in appropriate magazines, local dailies or through net.
•Perform tasks related to the employment of new personnel. Includes developing recruiting sources, screening applicants, assisting department managers in evaluating applicants,
•Prepare employment offer letters and particulars of employment including all relevant enclosures.
•Formulation and developing an HR induction presentation, to keep staff informed about the company and the policies and practices.
•To advise Managers on carrying out exit interviews and the provision of appropriate feedback for data reporting.
•Maintaining an up to date recruitment plan.
•Provide support as necessary in the disciplinary, grievance and appeals procedures..
•To support workforce planning and reorganization including job evaluation, redundancy, re-deployment, staff support and counseling
•Take responsibility for all leave correspondence, advice and recording.
•Staff welfare activities
•To maintain and contribute to the development of HR policies, procedures and guidance notes in line with good HR practice to meet the needs of the Company, Managers and staff.
•Preparing a handbook detailing the HR policies and procedures, for onward distribution
•Develop key performance indicator strategy.
•Key role in the development and implementation of an effective HR Management Information Service to ensure that the Department manages its resources effectively
•Preparation, control and disbursement of Payroll on a monthly basis and processing of all payroll related transactions
•Develop and update grading structure depending on market rate
•Review and analysis of staff benefits and compensation.
•Disbursement of performance based annual bonus to eligible staff.
•Implement tactful handling for man power retention; identify potential & dynamism in staff.
•Employ motivational programs to make staff attain their optimum efficiency and ensure that staffs are treated as valuable assets and strength of the organization. Define reasons for manpower turnover and rectify the same for effective retention.
•To present a professional, efficient and friendly image and ensure a high standard of responsiveness and customer service maintaining good participative working practices with line managers, recognised trade unions, staff clients and outside agencies.
•Maintain an up to date record of Job Descriptions, and transferring staffs’ handbooks.
•Development of Performance Appraisal Management System.
•Take responsibility for the Appraisal process and deliver appropriate training to all managers and staff.
•Analyse information gained from references, probationary reviews and appraisals and develop appropriate strategies to work with managers to address identified weaknesses and development needs.
•Regular follow up with PRO on all HR and Admin related issues pertaining to the company
•Control and monitoring of the documentation procedures required by the UAE in terms of the Labour Law and issuance of Visas.
•Drawing the duties and responsibilities of various personnel within the organization.
•Assisting the Training Manager in discovering various training needs for staff & providing guidelines for the smooth functioning of the Training Department.
•Conduct Internal Audits as required of company procedures and practices.
•Handling of all the renewals of Tenancy contracts and Trade Licence.

Setting up an HR Department and Organization Development
 Developing policies and procedures, Application Forms
 Managing payroll, employee relations, Recruitment and Staffing
 Organizational and space planning
 Improving Systems and Processes
 Managing Employee orientation, development, and training
 Compensation and benefits administration
 Employee safety, welfare, wellness and health, Charitable giving
 Employee services and counseling

Support all HR administration such as employee benefits, payroll, salary revision, and promotions, medical of the staff, employee information record and all other related task to employee requirements
 Handling complete local and overseas recruitments. Using different methods of recruitment methods, keeping in mind the budget
 Preparation and organizing the company policy, procedures as per the labor law
 Managing all the trade license renewals, tenancy contract and legal agreements
 Organizing the induction for the new joiners from start till end
 Support line managers and staff on HR related issues such as company policy, employee resourcing, induction, staff development/performance issues, disciplinary procedures, staff grievances, counseling, organization structure reviews, job and manpower changes, policy roll-out, career planning and promotion, exit interviews, redundancies, death in service and all other related issues of the employees

Execute Recruitment and Selection
Perform & PlanTraining and Development
Maintain Rules and Regulations
Compensation and Benefits
Develop Employee Relations
Manage Human resource information system

Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)
 Monitor measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales
 Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.
 Plan for employee’s performance appraisal; develop tools for appraisal, job evaluation and development.
 Develop recruitment programs and collateral to attract applicants and to fill specific job openings
 Planning and developing manpower requirements based on inputs from internal/external client groups.
 Advertising vacant positions, screening & briefing CV’s, testing candidates, conducting initial interviews, raising assessment reports