HR Manager - Middle East

Overview

Resourcing & Talent Planning

• Responsible to assist the line manager recruiting all positions.
• Publish the job ads into relevant recruitment channels.
• Screen applications for each published job ad, present relevant applications to Hiring Manager
• Schedule interviews of shortlisted candidates with hiring manager
• Connect hiring manager to recruitment agency point of contact if we have recruitment cost approved

Learning & Talent Development

• Conducts induction program with all new hires

Performance & Reward Management

• Encourage & train all staff to use the Performance Management Tool

Hr Administration

• Prepare Employment Offers for new hires
• Liaise with visa vendors for employee visas
• Register new hire and dependents with Medical Insurance / or deregister if departure
• Liaise and follow up with payroll/visa service provider for obtaining new or renewing expatriates work permits and their family residence permits
• Complete Form 2 & 3 to create employee IDs then forward to line manager
• Complete form 5 for each leaver
• Complete form 4 for each change in employment terms/client/title/grade
• Prepares Payroll variables on Monthly basis
• Prepares annual leaves report manually and keeps them updated
• Maintain Employee Files for Audit check
• Medical Insurance Invoices payment follow up, completion of payment form, follow up on timely payment to avoid suspension
• Payroll/visa provider invoices follow up, completion of payment form, follow up on timely payment to avoid suspension

Service Delivery & Information Hris

• Manage HR inputs for SAGE data
• Improve use of E-Recruitment portals
• Manages creation of PS codes for staff expenses processing
• Expert user of current Performance Management System, trains line managers and staff Expert user of employee self-service & manager self-service, trains line managers and staff

Delivering Change

• Provide support and expertise to the senior team to deliver effective organisational change using a range of external and internal resources.

Employee Engagement

• Encourages staff to complete the engagement survey
• Lead on communication, improvements to be made and strengths to build on from the outputs of employee engagement activities.

Human Resources

• Take ownership of ER cases and other areas where HR expertise is required to minimise risk to the region.
• Ensure that managers have the tools and access to advice needed to effectively manage the performance of their employees.
• Identify and mitigate major risks.
• Be visible in order for managers to have easy access to assist with employee challenges or concerns.
• Act as the employment legal expert and provide timely advice on matters, following-up with managers to