Sr. HR Generalist
SHAQAB ABELA CATERING SERVICE
Total des années d'expérience :17 years, 6 Mois
Provides counsel and support to managers/supervisors on issues of company/HR policy application, production operation Human Resource needs and provides HR services to team members.
Works with operations to resolve employee relations issues. Investigates, counsels and assists in resolving disputes.
Practices strong engagement with all team members including accepting diversity of ideas and thoughts, sharing responsibility for success, demonstrating honesty and integrity, helping employees solve problems and showing respect.
Conduct ER investigations, analyze organizational health issues, and work in partnership with the HR Manager to develop and execute plans to address problem areas.
Provide guidance on employment related issues (such as leave, reimbursement, Insurance, payroll, harassment, discrimination, diversity, corrective action and progressive discipline) to operations leadership.
Prepares reports and identifies trends in employee related issues, turnover and performance trends and provides solutions to operations leadership.
Facilitate HR processes and operations programs to ensure ethical, fair and consistent approach.
Creates and develops model for sustaining positive employee relations and positive culture building.
Assist with the creation and implementation of effective training and development programs to meet SOP requirements, skill proficiency and development needs.
Supports the development and administration of programs, policies and processes to facilitate employee and organizational development.
Provide counseling and direction to employees, facilitate communication, and help to resolve conflicts that impact employee engagement.
Support recruiting efforts and participate in the planning and execution of activities and events to fill all open positions in the assigned area. Conduct pre-employment screenings and facilitate onboarding when needed.
Assist with the organization's performance management process by coaching, educating, and providing feedback to managers/supervisors.
Develops proactive communications, employee relations/recognition and appreciation programs.
Provides HR support to operations safety programs, initiatives and processes including return to work and coordination of workers compensation programs.
Analyzing all the attendance report on month wise and make the clear data of Leave, terminated and resigned employees and submit to the pay roll for their smooth operation.
Tracking all the documents expiry and pass the information to the concerned departments to renew the same on time.
Taking care of all other General Administrations related to accommodation & welfare etc…..
Performs other assignments as directed.
Advising management on human resources plans and processes
Analyzing the organization’s current HR programmes and suggesting solutions to existing problems
Developing, reviewing, and applying HR policies and procedures where necessary
Ensuring HR agendas are aligned with employment law issues
Formulating and retaining HR related reports
Acknowledging, suggesting and overseeing any changes related to workflow
Looking at new ways to generate and analyze data and reports
Auditing for any HR activities to ensure compliance
Creating and delivering HR related training sessions
Helping the companies for finding all kind of suitable candidate from the local market as per their requirements.
Department structuring and formation.
Recruited to revamp HR Department and introduce best practices into operation while managing the HR and Administration functions for the organization.
Member of the Top Management team and trusted senior advisor to the Managing Director and management team, actively participating in operations reviews and strategic planning.
Establish and maintain clear, responsive, and accessible HR systems (e.g. employee relations, recruitment/retention, benefits management, payroll, orientation)
Serve as a liaison between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems
Serve as a primary point person for employee inquiries and concerns including: addressing demands, grievances, absences, etc., refereeing disputes, participating in disciplinary and termination meetings, and conducting exit interviews.
Developing and conducting periodic trainings on HR policies, procedures and benefits. Partners with internal departments to develop training plans for the team or individuals; assists with department training including, but not limited to, assessing training needs, providing refresher training, and observing post-training performance to determine if training was successful.
Develop, implement and evaluate the performance management system, new staff orientation and on-boarding process; career-pathing program, staff wellness and recognition activities; and professional development policies and training program
Recruit and manage an appropriate team to promote a culture of high performance and continuous improvement that values learning and a commitment to quality
Establish and monitor staff performance and development goals, assign duties, set objectives, establish priorities, and conduct performance reviews
Design, develop, analyze and update the organization best practices HR Procedures, Employees Handbook, KPI’s, Job Descriptions, Evaluation Program and Employee Orientation
Managing a team of 6 persons serving approx. 3000 employees.
Develop and implement HR strategies and initiatives aligned with the overall business strategy.
Enhances the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
Develop and monitor overall HR strategies, systems, and procedures across the organization
Manage the recruitment and selection process
Support current and future business needs through the development, engagement, motivation, and preservation of human capital
Nurture a positive working environment
Manages human resource staff by recruiting, selecting, orienting, and training employees.
Oversee and manage a performance appraisal system that drives high performance
Maintain pay plan and benefits program
Assess training needs to apply and monitor training programs
Report to management and provide decision support through HR metrics
Bridge management and employee relations by addressing demands, grievances or other issues.
Ensure legal compliance throughout human resource management.
Managing approx. 2000 employees with a team of 6 members.
Academics: Handling / coordinating Academic Section that is responsible for admissions, preparation of prospectus, advertisement and other visibility matters, counseling, preparation of results, distribution of degrees and prizes and holding the Convocation.
Human Resources: Handling / coordinating the HR that is responsible for advertisement, selection process, appointments, evaluations, career progression, superannuation, human resource planning, audit and management.
Materials Management: Handling / coordinating the MM that is responsible for all purchases, storage and installations, maintaining records of all stocks of assets and consumable.
Financial Management: Coordinating on all finances, Fee collection and audit issues, preparation of Annual budgets etc.
Administrative: Coordination with the holding Trust, maintenance of the Memorandum of Association, Rules and Regulations updated, Planning and organizing all regulatory bodies, their constitution, planning, meeting, minutes and circulations
General Administration: Coordination with Construction and Maintenance Section for planning, construction and maintenance of all properties, management of all academic, residential and office spaces, planning of all transportation facilities and their management, horticulture and campus upkeep.
Public and Media Interaction: Interaction with Public and Media, acting as spokesperson of the Organization.
H.R.D.: Evolve corporate Human Resource policy, create a climate conducive to a positive response from the members of the company, Employee Development Programmes, Team Building, Motivation, and Communication, establish a pro-active work culture, Create objective systems and procedures of Appraisals, Rewards & Punishments, Manpower Planning, Induction, Training, Personnel Manual.
Industrial Relations: Define Company’s HR. Policy, create credibility & culture of fairness and objectivity, build institutional and transactional relations at the collective levels, Terms and conditions of employment at all level to be clearly set out including mutual obligations, Welfare of employees.
Personnel Administration: Attendance and other time discipline areas to be streamlined, Employee Records, Codified procedures, Identification & elimination of wasteful practices.
Labour Law: All statutory compliance, Returns, Declarations etc.
Training: - Generate policies and procedures for continuous identification of training needs of the both workmen and the staff, prepare training calendar for the company, organize appropriate training Programmes each year by engaging suitable faculty from within or from outside, follow up on all training activities and make suggestions for deployment to enhance utility of the human resource of the company.
Welfare: Evolve company's policy on Welfare of the employees at all levels, Device welfare schemes as would facilitate amelioration of difficulties of the employees in non-work situations and help his family members in comprehensive development, emphasize adult literacy, education, self-reliance, health and hygiene awareness, income generation, vocational training and such other schemes as are most applicable.
General: Perpetual review of situation as regards the work, productivity, quality and interpersonal relations in the company, Evolve divisional M.I.S. and implement, Effective interface with other functional areas of the company, Achieve healthy, positive, two-way open communications within the division, Rigid compliance with company philosophy, policies and procedures, Effective documentation systems, Contribute to corporate thought.
General Administration: Answering employee questions, processing incoming mail, Creating and distributing documents, providing customer service to organization employees, serving as a point of contact with benefit vendors/administrators, maintaining computer system by updating and entering data, setting appointments and arranging meetings, maintaining calendars of HR management team, compiling reports and spreadsheets and preparing spreadsheets.
Recruitment/New Hire Process:- Participating in recruitment efforts, Posting job ads and organizing resumes and job applications, Scheduling job interviews and assisting in interview process, Collecting employment and tax information, Ensuring background and reference checks are completed, Preparing new employee files, Overseeing the completion of compensation and benefit documentation, Orienting new employees to the organization, (setting up a designated log-in, workstation, email address, etc.)
Administering new employment assessments: - Serving as a point person for all new employee questions, Payroll and Benefits Administration, Processing payroll, which includes ensuring vacation and sick time are tracked in the system, answering payroll questions, facilitating resolutions to any payroll errors, participating in benefits tasks, such as claim resolutions, reconciling benefits statements, and approving invoices for payment.
Record Maintenance:- Maintaining current HR files and databases, Updating and maintaining employee benefits, employment status, and similar records, Maintaining records related to grievances, performance reviews, and disciplinary actions, Performing file audits to ensure that all required employee documentation is collected and maintained, Performing payroll/benefit-related reconciliations, Performing payroll and benefits audits and recommending any correction action, Completing termination paperwork and assisting with exist interviews.
Developed or implemented new procedures or systems.