Master of Business Administration - HR

Master of Business Administration - HR

Bachelor of Arts

Economics

HR Manager

• Develop and implement the HR and People strategies aligned to the business objectives.
• Support and coach the management team on all people leadership matters, including business change and transformation.
• Forming strong relationships with the management team to be able to challenge and coach in a high-performance environment.
• Partner the management team to project manage organizational and procedural changes within the business area.
• Responsible for all HR management and development (including recruitment and selection policy/practices, discipline, grievance, mentoring, salary and conditions, contracts, training and development, talent management, succession planning, driving performance appraisals and any other HR related issues).
• Lead the work to regularly review the company’s talent management processes within the business areas, including performance/potential management, resource planning and succession planning. Where necessary, work in partnership on projects to aid continuous improvement and implement improvement programs (e.g. changes to working practices, organizational change and business “excellence” or lean programs).
• Monthly payroll

• Disciplinary actions
• leave balance calculation for employee’s annual leave
• Final settlement for the employee’s deployment.
• Cross verifying & approving the payroll
• Updating the Manual sheet of indemnities & leave balances at the end of the month (Month Closing)
• Yearly Increment & Bonus Preparation
• Manpower Analysis
• Conducting top management technical interviews.
• Following up the legal cases with legal consultant
• Orientation program for the new joiners
• Job analysis for the new joiners
• ISO training conducting as per the ISO plan.
• Annual training plan
• Assuring Maintaining all the training documentation and keep it up to date. (Including all the iso formats for making sure of the trainee’s evaluation
• Induction Training
• Following up the employee’s residency, work permit, contract, insurance renewal
• Petty cash release.
• Internal Memos & circulars and following up the implementation.
• Retention plan.
• Employees’ disciplinary actions.
• Performance appraisal.
• Employees’ bonuses and increments in coordination with the general manager.
• Annual recruitment plan.
• Annual training plan.
• Annual vacation plan.
• Annual salaries reconciliation Dept. wise.
• Annual HR budget.

Division Head of Human Resources

• Overall Recruitment Process. (Local & Overseas)
• Manpower Planning
• Job Descriptions
• Strategy Development
• Head Hunting
• Evaluation and Control
• Compensation, benefits
• Performance management
• Training & development
• Career Path
• Succession Planning
• Job Rotations
• Recruitment and Training Budget
• Develop and implement HR strategies and initiatives aligned with the overall business.
• Training plan including (Training Need Analysis, Gap Analysis)
• Workload Analysis
• Management Reports

HR & Recruitment Specialist

• Local & overseas Recruitment
• Manpower planning
• Screening, interviewing, and hiring for multiple Positions.
• Organizational Development planning
• Manpower Planning
• Headhunting
• Staff Retention
• Reward for Performance
• Training and Development
• Succession Planning
• Performance Management
• Employee Relations
• HR KPIs – Analyze
• Payroll activates.

Incharge - Recruitment & Training

• Responsible for providing support in the various human resource functions, which include recruitment, staffing, training and development, performance monitoring and employee counseling.
• Provides advice and support to supervisors and staff selection committees and ensures that they have accurate and timely information in order to make effective decisions.
• Conduct initial screening of applications including short listing, telephone screening and reference checking.
• Develop and implement a human resources plan and personnel management policies and procedures.
• Internal and external job Advertisements.
• Preparing yearly Budget Presentation after collecting all the information from HR Department.
• Internal Auditor for HR Department – QMS – 9001-2008.
• Ensure that accurate job descriptions are in place.
• Provide advice and assistance with writing job descriptions.
• Identify training and development opportunities.
• Organize staff training sessions, workshops, and activities.
• Employee relations
• Disciplinary Action
• Job evaluation
• Resignation & termination
• Dealing with international recruitment agencies for mass Recruitment.

Employee of the year

Highest number of recruitment