CEO
TOWN TEAM
Total des années d'expérience :17 years, 5 Mois
1- Developing high quality business strategies and plans ensuring their alignment with short-term and long-term objectives.
2- Leading and motivating subordinates to advance employee engagement develop a high performing managerial team.
3- Overseeing all operations and business activities to ensure they produce the desired results and are consistent with the overall strategy and mission.
4- Review financial and non-financial reports to devise solutions or improvements.
Act as the face of HR for the company.
Develop and implement the annual HR strategy in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization.
Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
Conduct training needs analysis and designs and implement a training plan with input from business heads. Manage costs to budget.
Ensure all staff receive appraisals in accordance with company policy and monitor performance improvement plans.
Co-ordinate recruitment throughout the company through management of a recruitment team.
Ensure all Job Descriptions are kept up to date, create new JDs as and when necessary.
Ensure all policies and procedures are up to date and legally compliant.
Maintain a succession plan for all departments.
1. Identify, design and implement general HR strategies and solutions to achieve agreed outcomes relating to: organizational design, organizational change, performance management, workforce and strategic planning. 2. Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, redundancy planning etc.). 3. Develop, implement and maintain HR policies and procedures to ensure effective, fair and consistent management of staff throughout the organization, and ensure that the staff handbook is comprehensive and up-to-date. 4. Develop and implement annual staff training plan. 5. Taking responsibility for the design, monitoring and evaluation of an efficient and effective recruitment and selection process. 6. Design and analyze wage and salary Structure to determine competitive compensation plan. 7. Administer performance review program to ensure effectiveness, compliance, and equity within organization. Administer salary administration program to ensure compliance and equity within organization. 8. Managing HR budgets.
1. Align - as a strategic partner - business objectives with employees and management in designated business units.
2. Provide the strategic interface to senior managers/ stakeholders through the provision of high quality guidance and support in developing and progressing people management solutions to achieve business objectives.
3. Coach, support, mentor and challenge managers in the application of HR policies and practices, provide advice and guidance on complex HR issues.
4. Drive, influence, advise and support the cultural and people aspects of organizational change including structures, people processes and business improvement initiatives within the business area in order to improve business efficiency and people management adopting a flexible approach.
5. Analyze recruitment needs and determine an appropriate strategy for each vacancy with the recruiting manager.
6. Undertake training needs analysis with senior departmental managers then ensure effective learning and development programs are developed in conjunction with the Learning and Development Manager which may also include involvement in the design, delivery and evaluation of training programs.
7. In partnership with the department heads, review staff structures, succession planning and career planning.
8. Ensure managers and staff are on track throughout the change process.
1. Develop and implement the HR policies and procedures in compliance internally with company's vision and externally with local laws and regulations.
2. Develop, implement and communicate the HR strategy for the company in order to ensure that the objectives of the HR department are aligned to the company business strategy and direction.
3. Establish the business targets of the department and actively contribute to the development of the departmental performance management system.
4. Lead the development, implementation and communication of a performance management system, which includes performance development plans and appraisals, to ensure that a performance management culture exists throughout the company.
5. Oversee the recruitment process to ensure that manpower requirements are clearly defined and appropriate employees are selected who meet the established criteria and standards and demonstrate a good cultural fit to the organization.
6. Oversee the training and development planning and execution ensuring that the plan meets the requirements of the different departments within the company, while building a clear career development path for the employee.
7. Implement and manage an optimum organizational structure to guarantee alignment of the operating model with the overall organizational strategy to achieve superior results and efficiency of people, processes and technology within the company.
8. Plan, develop, and oversee compensation and benefits system including salary structure.
- Assist the HR Manager in respect of the development of the HR Strategy by reviewing existing policies, procedures and practices.
- Coordinate with HR & Line Managers to specify the man power plan.
- Review and analyze job description questionnaires; allocate positions to appropriate job classifications; prepare new classification descriptions, revise existing descriptions.
- Review documentation to support disciplinary actions; investigate employee grievances and participate in their resolution; review employee appeals, determine appropriate action, and assist in the resolution through negotiation with employees and supervisors.
- Conduct candidate recruitment process; review and evaluates employee qualifications; maintain eligible applicant pools and refer candidates to hiring departments.
- Coordinate with line departments to review organizational structure and make recommendations regarding work assignments; conduct detailed audits of work assignments and performance and make recommendations for change.
- Research and monitor human resource systems in other organizations within the community.
- Explain employment standards and legislation such as workers compensation, performance standards and HR policies.
- Promote workplace safety.
- Ensure that accurate job descriptions are in place through developing continuous job analysis process.
- Recruit, interview, test, select joiner workers to fill vacant positions.
- Identify training and development opportunities.
- Plan and conduct new employee orientation to foster positive attitude toward Company goals.
- Prepare employee separation notices and related documentation, and conduct exit interviews to determine reasons behind separation.
- Organize and develop training procedure manuals and guides and course materials such as handouts and visual materials.
- Evaluate training materials prepared by instructors, such as outlines, text, and handouts.
- Identify and assess training needs of staff by conferring with managers and supervisors or conducting surveys.
- Facilitate the execution of all training plans.
- Periodically, evaluate training effectiveness.
- Handle related tasks as assigned.