Skills And Tools:
HR Manager will be responsible for all HR matters across the company from recruitment to performance reviews, wage reviews, disciplinary action, and learning and development. To perform well in this role you should have experience as an HR manager, or other senior roles in the HR team, and knowledge around all legal requirements in this role.
- Develop and implement overall HR strategies, systems, tactics, and procedures across the organization.
- Design the organization structure by updating job requirements, job descriptions, and KPIs for all positions.
- Prepare manpower recruitment plan in collaboration with the department’s heads.
- Determine the wages and salary structure for different positions in the company.
- Identify staff vacancies, recruit, interview, and select candidates.
- Measuring and improving the actual performance of the employees through their KPIs and set up an action plan.
- Forecast hiring needs and ensure recruitment process runs smoothly.
- Prepare the training and promotion plan in line with the performance evaluations.
- Implement company policies and procedures.
- Conduct exit interviews to identify reasons for employee termination and investigate the employees' irregularities.
- Development of processes and metrics that support the achievement of the company's business goals.
- Advise management in appropriate resolution of employee relations issues.
- Implement employees' social and medical insurance systems.
- Monitor budgets by department.
- Nurture a positive working environment.
- BSc/MSc degree in Business Administration, Human Resources, or related field.
- Min. 3 years of proven working experience as HR manager or other HR Executive.
- Experience in the Field of Information Technology (IT) is highly preferred.
- Fluency in English.
- Knowledge of HR systems and databases.
- Excellent communication skills.
- Negotiation Skills.
- Decision-making skills.
- Organizational and time-management skills.
- Excellent mentoring, coaching, and people management skills.
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