سراج عبد الرحيم

Key Responsibilities

• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
• Prepares employees for assignments by establishing and conducting orientation and training programs.
• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
• Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
• Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
• Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
• Completes human resource operational requirements by scheduling and assigning employees; following up on work results.
• Maintains human resource staff by recruiting, selecting, orienting, and training employees.
• Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
• Contributes to team effort by accomplishing related results as needed.

As HR Generalist, Main Responsibilities

• Manpower Planning and Recruitment/Selection & Review
• Screen and refer applicants to hiring personnel in the Organization, making hiring recommendations when appropriate
• Handling On-Board process, Induction & Orientation / Training and Development - In House to foster positive attitudes towards Organizational Objectives
• Joining formalities
• Handling Employee database
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems
• Plan, direct, supervise and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations
• Handling the payroll with leaves and attendance management, managing advance salary, Ad hoc bonuses, loans, conflict resolution / Grievances
• Handling compensation and benefits, reward and recognition
• Plan Welfare & Motivation activities
• Conducts performance appraisals, performance management, promotion / increment/transfer letters and process
• Administering disciplinary procedures
• Handling termination, resignation, handling exit interview and exit procedures
• Following up and finalizing final settlements

As HR Operations, Main Responsibilities

Client Handling, Support and Communication: Communicating with Onshore team as per Requirement, Handling Conference Calls, Calibration and Training - Monthly / Quarterly / Weekly Basis

Reports: Report Progress at a Team Level, Responsible for Ensuring and Updating Quality Documentation

Resource Management: Engaging In Periodic Resource Estimation/ Planning, Analyzing, Forecasting and Controlling Attrition (Team Level)

Performance Management
Maintains and improves call center operations by monitoring performance based on OPM principles; identifying and resolving problems; preparing and completing action plans; completing performance audits and analysis; managing system and process improvement and quality assurance programs, performs Root Cause Analysis

Analyzing Job Evaluation and suggest Managers to effect necessary changes in policies

L&D & HR - Interface - Training Nominations Reward and Recognition nominations - Providing Inputs to OM
Appraisals - Conduct salary review and re-grade personnel considering their promotion based on Job evaluation

Compliance:
Ensuring Quality Compliance For All Processes Handled - Following Of Quality Processes Thoroughly - Checklists, Standards Etc.
Adhering to company policies, Rules & Regulations, Adhering to Work Timings, leave Schedules

• Extensive payroll Processing of 3400 employees of Sears Holding Corp
• Maintain an accuracy of 99.38 % as per the client Service Level Agreement
• Managing Benefits and Leave administration
• First point of contact for HR Generalist queries
• Managing escalations for the team
• Collating performance report for the team

• Complete handling of High End Motor Claims right from processing, assessing damage to amicable settlement
• Conducting investigations into fraudulent aspects of claim and instructing the concerned departments to obtain detailed reports
• Making arrangements to the third party for Rehabilitation, Hire car and Vehicle uplift
• Analyzing complex medical reports to assess the extent of injury and settle claims for compensation
• Dealing and negotiating with Solicitors, Third party Insurance Companies and Agencies for quick and easy settlement of claims

• Airline Ticketing and Reservation
• Managing the itinerary and Hotel Reservation for Frequent Flyers
• Mentoring and Assisting new agents on the floor with ‘On Call Procedures