Recruitment

1. Discuss manpower plans and recruitment processes with Departments` Managers; provide close support to Managers and job owners in recruitment techniques.
2. Acts as liaison with various recruitment sources such as advertisements, universities, recruitment agencies, external job boards, professional bodies, etc.
3. Posts advertisements online either on the companies’ or recruitment websites and search for relevant and qualified candidates on various job boards (internally and externally on the different regional recruitment websites.)
4. Maintain relationships with hiring managers to stay abreast of current and future hiring and business needs.
5. Reviews resume received; conducts formal and structured applicant screening through job interview via phone or face-to-face administers pre-Employment Tests and recommends short-listed candidates.
6. Conduct onboarding and orientation activities as needed or directed.

Performance Management

1. Ensure Performance Appraisal is carried out periodically and effectively.
2. Analyze employees turnover statistical data and reports to identify and determine causes of problems and develop recommendations for improvement
3. Follow up on newcomer performance during the probation period and provide monthly reports to the board.
4. Follow up and ensure that assigned departments comply with the company’s performance management system (competencies evaluation and management by objectives).

Organizational development

1. Handle employee exit interviews to identify areas for improvement in the organization & sources of job dissatisfaction.
2. Maintaining records of employee participation in all training and development programs.
3. Create/update JDs as per valid Standard operating procedure for all positions inside the organization to ensure clear job purpose, qualifications, and competencies required for the job.
4. Work on the organizational branding and how to represent the company image professionally