HR Manager

Recruitment

• Establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection
• Conducting and analyzing exit interviews; recommending changes.
• Working with the top management and all the department managers to fulfill their requirements of manpower plan needs.
• Open a new resources for candidate database
• Applying new strategies, new sources
• Reducing Turnover rate and applying other KPI's

Training

• Develop and implement strategy for staff training and development.
• Cooperate with Department managers to define all necessary training needs for staff training and development, and to ensure they are fully informed of staff training and development objectives.
• Manage and control the training needs within agreed budgets.
• Analyze training needs to design employee development, language training .
• Maintain the work structure by updating job requirements, organization structure and job descriptions for all positions.
• Build, Develop Focus on management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Ensure that all HR polices Employee Handbook , procedures are implemented to ISO procedures .
• Handle, Participate, supervise and review all the periodical Performance Appraisal Reports , employee satisfaction survey and HR KPI's
• Develop HR strategy and determine its short term and long term objective according to the whole company strategies.
• Arrange any events related to HR department as annual meeting and motivational activities.
• Present the monthly HR report at the shareholders and board members meeting
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Perform difficult staffing duties, including dealing with under staffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Oversee the evaluation, classification and rating of occupations and job positions.