Islam Nabil

HR ManagerFull Time

• Job Details:A. Recruitment and selection 1. Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. 2. Screen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate and authorize paperwork assigning them to positions. 3. Preparing annual recruitment plan with HR managers according to the set plan. 4. Ensure the periodical update for all staff & Managers job descriptions inside the organization. 5. Prepare Turnover and recruitment efficiency reports. 6. Implementing a summer internship program; Set a plan for summer internship with measures of success and implement according to the set plan. Provide database of shortlist candidates. 7. Conduct exit interviews with leavers to be more aware about the information related to the company turnover and enhance our retention plan. 8. Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations. 9. Manage, lead, train and Mentor my diversified team. 10. Perform searches for qualified candidates according to relevant job criteria, using computer databases, networking, Internet recruiting resources, cold calls, media, recruiting firms, and employee referrals. 11. Develop the training plan and Impalement the training courses and evaluate the programs, Select the effective, efficient service provider. 12. Develop the Performance Management process. 13. Creating best practices check lists for all the recruitment phases. Training and Performance development Develop 1. Annual training plan and training programs based on organizational and employee needs. Plan, implement and monitor employee development programs. Study the costs and staffing requirements for all training programs and gain approval for these programs. Review development programs to assure that the training is complementary and supportive of the individual training plan for the employee. Performs interviews and consultation surveys with management to analyze training needs. Handling all training activities, logistics / preparation, implementation & feedback. Issue all required reports on the activities and performance. Maintain a partnering relationship with the training suppliers/provides. Giving proper Orientation for newly hired employees. 2. Performance Management Supervise performance management policy implementation. Ensure the existence of a free and fair method of conducting performance appraisals. Ensure all the confirmations and annual appraisals are completed on time and as per process Develops and recommends new policies and procedures to enhance the performance management program. Annually assesses the performance management program and provides analyses and recommended changes for senior management approval. Supports management of the employee performance management process, to include but not limited to, performance plan guidance and development, and the final evaluation process. Serves as a seasoned practitioner in terms of advising and helping managers understand, and more effectively carry out, their responsibilities for evaluating, rewarding, or taking necessary steps to improve employee work performance. Develops solutions to extremely complicated and dynamic challenges associated with implementing and maintaining a Department-wide Performance Management Program. 3. Involvement of Personnel and Communication Planning and Organizing Communication activities and budget aligned with organizational and individual needs. (Like football tournament, trips, etc…) To foster a conducive working environment through employee relations activities and communication following up on employee suggestions and improvement proposals, facilitating their application. Responsible for finding the best ways and fits for employees’ wellness and ergonomically fit. 4. Employee Relation & Organization development maintaining employee handbook with updated resolutions and other pertinent information, as needed. Providing advice, and apply those are approved, on organizational and job design so that staff structure, culture and jobs facilitate change.