Recruitment and Talent Acquisition:

• Conducting interviews guided by competency job scale to the chosen candidates through personal interview to figure out needful skills targeting to obtain work history, education, training, job skills, and salary requirements.
• Conducting proper testing according to requirements. (Computer, Technical , English , IQ and Personality)
• Evaluating selection and testing techniques by conducting research or follow-up activities and conferring with management and supervisory personnel.
• Acquiring Line Managers’ approval, to proceed with new hiring process.
• Developing and negotiating job offers and proactively building Benchmark’s talent pipeline.
• Creating strong talent pipelines for current and future hiring needs.
• Managing and monitoring Smart Recruiters account & Application tracking systems
• Collaborating with Head of departments on a regular basis and proactively identifying future hiring needs and to identify job requirements and draft detailed job descriptions.
• Identifying future hiring needs, designing job descriptions and sourcing candidates through different recruitment channels
• Performing job analysis and evaluation for labor market , job requirements and objectives updating
• Onboarding new employees in order to become fully integrated
• Keeping up-to-date on current employment legislation and regulations and enforcing them within the company.

Budget:

• Developing and monitoring the budget of the HR department
• Providing reporting HR activities to the HR director and other senior manager
• Providing regular HR budget auditing reports and analyses according to payroll & budget management metrics

Leadership:

• Providing analysis and advice on all matters related to human resources and employee relations.
• Promoting continuous improvement by leading the development, implementation, and assessment of Human Resources’ strategic goals, tactical plans, and operational plans, aligning them with the Tribe’s strategic plan and priorities.
• Using assessment results to improve Human Resources functions and practices.
• Identifying, defining and implementing solutions that address the needs of the business, while taking into account broader implications

Human Resources Operations & Policies:

• Overseeing the operations and administration of all human resources functions.
• Directing and implementing all initiatives and projects associated with Human Resources.
• Overseeing the use and maintenance of Human Resources Information Systems to process transactions.
• Assuring appropriate department recordkeeping and retention of all necessary files.
• Collaborating with finance department to ensure the integrity and accuracy of payroll and personnel information processes.
• Continually evaluate Human Resources policies and procedures, recommending additions, modifications, and omissions to maintain currency and compliance.
• Oversee enforcement of such policies and procedures related to human resources functions.

Compensation and Benefits:

• Managing employee compensation and benefits programs, including salary reviews and bonuses
• Managing employee compensation and benefits packages, including salary, bonuses, and insurance.
• Ensuring that compensation practices are fair and competitive.
• Communicating information about benefits to employees.

Employee Relations:

• Manage employee relations by ensuring that all employees are treated with fairness and consistency.
• Provide supervision, evaluation, and accountability training to supervisors and managers.
• Empower supervisors and managers to remediate personnel problems and apply employment laws.
• Addressing and resolving employee complaints, grievances, and disputes.
• Overseeing and solving any Employee relation issues to improve employee involvement, commitment and engagement
• Maintaining a positive and respectful work environment.

Personnel & Payroll:

• Preparing and updating employee files for new employees and submit them to the insurance office in the region.
• Managing & overseeing monthly payroll process in collaboration with the financial team to ensure the streamlining, maintaining confidentiality and integrity of payroll process.
• Reviewing and improving payroll policies & procedures to ensure process accuracy and efficiency
• Creating and managing leaves, missions, and excuses for employees on a daily basis in the system, reviewing attendance and leaves, and submitting them end of each month.
• Tracking and reporting employees' absences (regular / irregular), and send legal warnings accordingly.
• Assisting in the hiring and termination process and Salaries Transactions.
• Managing staff transportation ,staff accommodations and logistics activities
• Monitor the expiration of probationary periods and work contracts on specified dates, in coordination with the Regional HR Director.
• Ensure the improvement of business outcomes and contribute to employees' wellbeing.
• Maintaining, implementing, and monitoring all required personnel procedures relating to staff terms and conditions of employment to ensure that the company complies with legal requirements and best practice.
• Resolving issues related to labor and insurance office inspections, in coordination with the insurance specialist in the region.
•  Resolving personnel-related issues and concerns with discretion and confidentiality.
• Conducting exits interviews and submit them to the Regional HR Director.
• Overseeing and manage leaves, missions, and excuses for employees on a daily basis in the system, reviewing attendance and leaves, and submitting them to the Finance Department at the end of each month.

Training:

• Overseeing and managing our Learning and Development Academy activities
• Identifying and assessing future and current training needs through job analysis, career paths, annual performance appraisals through priorities needs assessments, performance evaluations outcomes. in consultation with line managers and stakeholder feedback
• Monitoring training program effectiveness, manages budgets, and stay updated on training trends.
• Developing and implementing the training and development plan and strategies that address performance needs and expectations in alignment with organizational goals and objectives.
• Leading a team of professionals, including trainers, instructional designers and coordinators, to deliver high-quality training programs.
• Designing, developing and delivering training programs using various learning techniques and formats, including Simulation-based, classroom, e-learning trainings, and workshops.
• Evaluating training effectiveness through assessments, surveys and feedback to measure learning outcomes and make continuous improvements.
• Managing the training budget, resources and logistics to ensure efficient and effective delivery of training programs.
• Providing insightful training practices to reach the established performance target goals

Organization Development:

• Developing and implementing organization-wide strategies and initiatives to improve employee engagement, performance, and overall organizational effectiveness.
• Conducting comprehensive organizational assessments to identify areas for improvement and develop action plans to address these issues.
• Leading change management initiatives, including communication plans, to ensure smooth implementation of organizational changes
• Providing coaching and guidance to managers and employees on organizational development matters, including performance management and career development.
• Overseeing all the activities of own team to ensure high performance levels and efficient implementation.
• Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers
• Monitoring and evaluating training program’s effectiveness, success and ROI periodically and report on them.
• Setting the team objectives in correlation with the department objectives, provide coaching and action plans required to achieve objectives.
• Establishing continuous feedback loop communications with both employees and senior management to provide and receive constructive development plan information
• Create and oversee the implementation of the procedures that support and enhance employee performance as per the company’s objectives
• Determining and resolving workplace issues that prevent optimal performance, such as individual grievances or poor departmental structures

Performance Management:

• Communicating those performance standards clearly and consistently to employees , senior managers and stakeholders
• Communicating with the stakeholders effectively and efficiently, to ensure that they are informed, engaged and satisfied with the performance management process and system
• Managing performance review meetings on frequent basis , collecting, analyzing and comparing the performance review results with the performance standards and objectives
• Identifying , addressing and solving any performance gaps, issues or risks that may arise