Saied Saleh

HR ManagerFull Time

• Job Details:• Identify staffing requirements to meet the goals and objectives of the organisation. • Administering and performing ongoing evaluation of recruiting, hiring and orientation, to ensure that the workforce will meet the organisation's goals and objectives. • Assess internal workforce, labour market and recruitment agencies to determine the availability of qualified applicants. • Identify internal and external recruitment methods and implement them within the context of the organisation's goals and objectives. • Human resources budgeting and yearly manpower planning. • Advertising, recruitment and selection of staff in accordance to organizational requirements and objectives. • Contracts and job description planning and monitoring. • Orientation and training of employees and induction of new staff. • Designing and implementing employee communication system aiming at building effective team within the organisational structure. • Staff support including assistance in developing career plans, and helping with personal problems that influence their work performance. • Designing and implementing compensation, pensions, and benefit schemes for all employees. • Providing discipline and grievance handling system. • Social Insurance Management. • Labor Office Management. Attendance: • Implementing and improving organisation policies related to time and attendance, per diem, overtime and compensatory time. • Analytically responsible for calculating and supervising overtime and compensation time for all staff through correct formalities (Part time employees’ annual leave is prorated by the percentage of working days). • Compiling on a monthly basis a report for any hours accrued in excess of the standard hours. Controlling of annual/sick leaves. Insurances and Taxation: • Establishing contact with the government offices related to labor law towards social insurance, documentations and taxation. • Building an insurance policy to cover social insurance for all employees, car insurance (3rd party and fully comprehensive), medical insurance and other insurances required for the organisation. Performance • Develop performance management programs and procedures including review of performance standards for new hires and transfers. • Coaching and correcting lack of individual/group performance by apprising and motivating employees for good performance and behavior. • Creating performance reports biannually • Counselings and communicating management policies and directives to staff. • Counselings staff suggestions to the higher management • Enforcing rules, maintaining discipline and settling complaints Payroll. • Complete responsibility for the payroll. • Logging-in all new updating the payroll system for all employees • Coordinate the transfer of salaries to the bank. • Calculating of annual increase, bonus, overtime, compensation and deduction Personnel: • Ensuring the availability of adequate personnel related regulations and procedures that enhance the efficient operation of the organisation. • Maintaining and holding personnel system safely and responsible for the completion of documents in confidential personnel files • Securing personnel contracts and ensuring their timely amendments and modification. Duties: • Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance appraisals and quality management issues) • Establish and maintain appropriate systems for measuring necessary aspects of HR development • Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales • Manage and develop direct reporting staff • Manage and control departmental expenditure within agreed budgets • Liaise with other functional/departmental managers so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purposes and achievements • Maintain awareness and knowledge of contemporary HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation • Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team • Ensure activities meet with and integrate with organisational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care

H r mangerFull Time

• Job Details:• Employment: Identify staffing requirements to meet the goals and objectives of the organisation. Administering and performing ongoing evaluation of recruiting, hiring and orientation, to ensure that the workforce will meet the organisation's goals and objectives. • Attendance: Implementing and improving organisation policies related to time and attendance, per- time, overtime and compensatory time. • Insurances and Taxation Establishing contact with the government offices related to labour law towards social insurance, documentations and taxations. • Performance Develop performance management programs and procedures including review of performance standards for new hires and transfers • Payroll Complete responsibility for the payroll. 1. Logging-in all new updating the payroll system for all employees 2. Coordinate the transfer of salaries to the bank. 3. Calculating of annual increase, bonus, overtime, compensation and deductions. • Personnel- Ensuring the availability of adequate personnel related regulations and procedures that enhance the efficient operation of the organisation.

Hr ManagerFull Time

• Job Details:1. Creating the salaries schema. 2. Creating contract employee form. 3. Setting semi-annual training plans. 4. Reports to identify and determine causes of personnel problems and develop recommendations for improvement of organisation's personnel policies and practices. 5. Analyse training needs to design employee development. 6. Conduct exit interviews to identify reasons for employee turnover. 7. Responsible for the personnel activities including payroll, labor issues and social insurance. 8. Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. 9. Handling different HR function, handle, preparing monthly report, implement the company policies and procedures within guidelines of the resources department. 10. Negotiate bargaining agreements and help interpret labour contracts. Facilitate change in organisation to help transition all levels. Forecast future staffing and organisational needs. Develop new programs to attract and retain staff