HR Generalist

Recruitment:-

• Give assistance in Preparing Annual Manpower Plan.
• Use different resources to post new vacancies to be able to attract the right calibers.
• Screen received CVs to be able to conduct initial phone screening.
• Conducting initial interviews with the candidates to choose the best one who fits in the job description required and the company’s culture.
• Send offer letters to the accepted candidates to ensure complete work operations.
• Update the recruitment database regularly.
• Handling the CVs collected in order to support the bank database.
• Prepare and send the welcoming e-mails for the new hired employees.
• Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining report.
• Determines applicant requirements by studying job description and job qualifications.
• Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
• Arranges management interviews by coordinating schedules
• Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
• Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices.

Personnel:-

• Follow-up insurance for workers in terms of dealing with Insurance Office
• Follow-up job applications, in terms of policy and procedures for advertising and screening.
• Selection and hiring and mentoring primitive and installation, as instructed by the Policies and Procedures Manual Personnel adopted.
• The application control system Attendance and leave daily in consultation with officials depending on the nature of work and the administrative level of the workers.
• The application system sick leave and annual emergency officials and guidance to their role in the planning of annual leave and approval.
• Supervise the issuance of the staff appraisal reports in a timely manner, and audit and review recommendations regarding bonuses and promotions (and sanctions) in terms of legality and with Company policy.
• Creating & updating job description for all departments.
• Calculating salaries monthly.
• Preparing HR orientation for new employees
• Responsible for conducting annual employee performance appraisal.
• Employment Regulations and Sanctions.
• Following the HR Vacation Policy, Calculating vacations balance.
• Handling employees' complaints, grievances and disputes.
• Ensuring compensation and benefits are in line with company policies and updated Government Regulations.
• Handling Personnel tasks including “attendance and leave, employees' contracts, files, promotions, and Social insurance”.

Payroll:-

• Update and maintain payroll records on the HR System on monthly basis to guarantee an accurate completion of the payroll cycle
• Handle staff and management payroll related inquiries
• Reviews, analyzes and checks payroll forms and reports for accuracy and makes necessary adjustments or corrections.
• Interpret polices in relation to overtime, leaves and payroll calculations to staff
• Maintain leaves and overtime reports to be reflected on the salaries
• Communicate with the concerned departments to ensure the integrity of the payroll data including data related to new hires, terminations, and resignations.

Training:-

• Design and develop the training materials in a variety of formats including presentations, trainer guides, and participants hand out to conduct effective training/on the job training sessions.
• Review training materials and deliverables for content accuracy and effectiveness
• Ensure that all materials are consistent and aligned with learning objectives
• Design and updated Internal training on regular basis to