Experience: 4 to 8 yrs.
This position is responsible for HR administrative functions in the areas of recruitment, training and development, people and performance management, social welfare as well as updating and maintenance of HR records.
A. MANAGEMENT
1. Align HR objectives and goals to companys objective and goals.
2. Should be accountable for company wide HR programs and processes.
3. Responsible for HR budgeting and cost cutting measures.
4. Responsible to review the organization structure for man power planning (recruitments, promotions, succession planning and attritions) 5. Employee Risk Analysis
B. RECRUITMENT
1. Establish long term relationships with various manpower and recruitment agencies (local and foreign) to enable efficient and economical manpower sourcing of the desired caliber within the timelines.
2. Negotiate and establish favorable service fees/advertisement rates etc. with the recruitment consultants/advertisement agencies/media buyers etc.
3. Screen and select prima facie suitable candidates for all staff positions and conduct 1st level interviews to determine fitment. Subsequently, advise line managers and MD on the candidate fitment and arrange interviews/discussions with the shortlisted candidates.
4. Process the offer letters and send it to selected candidates.
5. Establish a system to retain good candidates on the company database, to be accessed when requirements come up
6. Ensure that an appropriate communication is made to the other candidates not selected. 7. Conduct exit interviews and collate feedback
B. TRAINING
1. Continuous evaluation of existing competencies and devising training programs to upgrade these skills in line with business requirements (capacity building )
2. Devise and conduct orientation program for new employees.
3. Design and structure the Annual Training Calendar for all employees (using the feedback from appraisals)
4. Coordinate and liaise with external Consultants to provide the pre-designated trainings; negotiate favorable training fees
5. Closely monitor the effectiveness and value of the respective training programs by obtaining feedback from attendees, superiors. HR Manager/Executive Page 1 of 3
6. Advise management on action to be taken for employees, based on training outcomes.
C. WELFARE
1. Attend to employees grievances and complaints; provide guidance as necessary.
2. Make changes/modifications to minimize grievances and complaints on genuine problem areas
3. Constantly provide feedback to management on the complaints/grievances in order to enable change management 4. Enable better personal interactions amongst employees by organizing family events and get-togethers; to foster team spirit and unity.
D. HR ADMINISTRATION
1. Review, updates and ensure proper maintenance of paperwork relating to insurance policy, HR handbook, company doctors list, training schedules as well as personal files of each employee.
2. Review and benchmark compensation and benefits for all employees.
3. Authorize and circulate appropriate company memos and notices, both internal and external.
4. Tracks and records compensation and benefits up to Senior Management Level.
5. Ensures monthly payroll is accurate and on time by closely coordinating with the Accounts staff.
E. HUMAN RESOURCE MANAGEMENT
1. Responsible for implementation of HR policy.
2. Implement good practices for healthy work environment.
3. Ensure that the Performance Appraisal Process is conducted correctly and on time each year
4. Collate all the results of the Appraisal Process and ensure it has been fair and unbiased
5. Responsible to implement Incentives/ Bonus/ Reward schemes
6. Prepares the Annual Performance Result Letters/Bonus/ Incentive for Management sign- off.
7. Assists in drafting out Annual Letter and Promotion Letter
F. OTHERS
1. Responsible for organizing visas for company guests and employees.
2. Managing the coordination with PRO for all employees / company related statutory requirements including Dubai Municipalitys.
3. Coordinate to get data organized for the preparation of PQD (Pre-Qualification Documents) and get the same printed. Also responsible to update time to time. HR, ENVIRONMENT & SAFETY POLICIES; COMMITMENT TO ISO STANDARDS Adherence to the QHSE Management Systems as detailed in the ISO Manual and the related work procedures and instructions are also part the job responsibilities. The HR Policies as detailed in the Company HR Policy Manual are also to be fulfilled and adhered to. HR Manager/Executive
To follow IMS procedures and maintain the records for the department as per the standard.
Apart from the duties and responsibilities listed above, any other additional duties as advised by the CEO/Management from time to time.
KEY RESULT AREAS
1. Reduce time taken for recruitment and average cost per recruitment.
2. Efficient induction training and workshops to enable new employees to fit in quickly.
3. Accurate and up-to-date employee records
4. Constructive and helpful solution to employee grievances.
5. Reduce absenteeism per employee. 6. Minimize labor turnover.
7. Effective and productive Performance Management System.
8. Reduction of grievances and improvement in attendance.
9. Enable talent retention by effective HR intervention.
10. Improve labor turnover.
SKILLS AND EXPERIENCE
1. HR orientation and good technical HR knowledge.
2. Excellent communication and interpersonal skills coupled with a sense of diplomacy.
3. Strong leadership abilities and attention to detail.
4. Good administration and organization skills.
5. Strong time management skills and personal efficiency.
6. Ability to engage and empathize with all levels of employees.
7. Absolute discretion and maturity for handling various situations as well as strong Business Ethics
8. Knowledge of basic finance and accounting
A. MANAGEMENT
1. Align HR objectives and goals to companys objective and goals.
2. Should be accountable for company wide HR programs and processes.
3. Responsible for HR budgeting and cost cutting measures.
4. Responsible to review the organization structure for man power planning (recruitments, promotions, succession planning and attritions) 5. Employee Risk Analysis
B. RECRUITMENT
1. Establish long term relationships with various manpower and recruitment agencies (local and foreign) to enable efficient and economical manpower sourcing of the desired caliber within the timelines.
2. Negotiate and establish favorable service fees/advertisement rates etc. with the recruitment consultants/advertisement agencies/media buyers etc.
3. Screen and select prima facie suitable candidates for all staff positions and conduct 1st level interviews to determine fitment. Subsequently, advise line managers and MD on the candidate fitment and arrange interviews/discussions with the shortlisted candidates.
4. Process the offer letters and send it to selected candidates.
5. Establish a system to retain good candidates on the company database, to be accessed when requirements come up
6. Ensure that an appropriate communication is made to the other candidates not selected. 7. Conduct exit interviews and collate feedback
B. TRAINING
1. Continuous evaluation of existing competencies and devising training programs to upgrade these skills in line with business requirements (capacity building )
2. Devise and conduct orientation program for new employees.
3. Design and structure the Annual Training Calendar for all employees (using the feedback from appraisals)
4. Coordinate and liaise with external Consultants to provide the pre-designated trainings; negotiate favorable training fees
5. Closely monitor the effectiveness and value of the respective training programs by obtaining feedback from attendees, superiors. HR Manager/Executive Page 1 of 3
6. Advise management on action to be taken for employees, based on training outcomes.
C. WELFARE
1. Attend to employees grievances and complaints; provide guidance as necessary.
2. Make changes/modifications to minimize grievances and complaints on genuine problem areas
3. Constantly provide feedback to management on the complaints/grievances in order to enable change management 4. Enable better personal interactions amongst employees by organizing family events and get-togethers; to foster team spirit and unity.
D. HR ADMINISTRATION
1. Review, updates and ensure proper maintenance of paperwork relating to insurance policy, HR handbook, company doctors list, training schedules as well as personal files of each employee.
2. Review and benchmark compensation and benefits for all employees.
3. Authorize and circulate appropriate company memos and notices, both internal and external.
4. Tracks and records compensation and benefits up to Senior Management Level.
5. Ensures monthly payroll is accurate and on time by closely coordinating with the Accounts staff.
E. HUMAN RESOURCE MANAGEMENT
1. Responsible for implementation of HR policy.
2. Implement good practices for healthy work environment.
3. Ensure that the Performance Appraisal Process is conducted correctly and on time each year
4. Collate all the results of the Appraisal Process and ensure it has been fair and unbiased
5. Responsible to implement Incentives/ Bonus/ Reward schemes
6. Prepares the Annual Performance Result Letters/Bonus/ Incentive for Management sign- off.
7. Assists in drafting out Annual Letter and Promotion Letter
F. OTHERS
1. Responsible for organizing visas for company guests and employees.
2. Managing the coordination with PRO for all employees / company related statutory requirements including Dubai Municipalitys.
3. Coordinate to get data organized for the preparation of PQD (Pre-Qualification Documents) and get the same printed. Also responsible to update time to time. HR, ENVIRONMENT & SAFETY POLICIES; COMMITMENT TO ISO STANDARDS Adherence to the QHSE Management Systems as detailed in the ISO Manual and the related work procedures and instructions are also part the job responsibilities. The HR Policies as detailed in the Company HR Policy Manual are also to be fulfilled and adhered to. HR Manager/Executive
To follow IMS procedures and maintain the records for the department as per the standard.
Apart from the duties and responsibilities listed above, any other additional duties as advised by the CEO/Management from time to time.
KEY RESULT AREAS
1. Reduce time taken for recruitment and average cost per recruitment.
2. Efficient induction training and workshops to enable new employees to fit in quickly.
3. Accurate and up-to-date employee records
4. Constructive and helpful solution to employee grievances.
5. Reduce absenteeism per employee. 6. Minimize labor turnover.
7. Effective and productive Performance Management System.
8. Reduction of grievances and improvement in attendance.
9. Enable talent retention by effective HR intervention.
10. Improve labor turnover.
SKILLS AND EXPERIENCE
1. HR orientation and good technical HR knowledge.
2. Excellent communication and interpersonal skills coupled with a sense of diplomacy.
3. Strong leadership abilities and attention to detail.
4. Good administration and organization skills.
5. Strong time management skills and personal efficiency.
6. Ability to engage and empathize with all levels of employees.
7. Absolute discretion and maturity for handling various situations as well as strong Business Ethics
8. Knowledge of basic finance and accounting
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