Recruitment:

1. Discuss manpower plans and recruitment processes with departments` Managers; provide close support to Managers and job owners in recruitment techniques.
2. Ensure technical recruitment requests are executed within a reasonable time frame.
3. Acts as liaison with various recruitment sources such as advertisements, universities, recruitment agencies, external job boards, professional bodies, etc.
4. Post advertisements on online recruitment channels and search for relevant and qualified candidates on various job boards (internally and externally on the different regional recruitment websites.)
5. Attends Employment Fairs; presents the organization to the applicants; screens the applicants and builds the CV database (hard & soft copies).
6. Maintain relationships with hiring managers to stay abreast of current and future hiring and business needs.
7. Reviews resumes received; conducts formal and structured applicant screening through job interviews via phone or face-to-face administers pre-employment Tests and recommends short-listed candidates.
8. Check that compensation levels cope with the company's compensation policy established by the HR department to prepare job offers.
9. Conduct onboarding and orientation activities as needed or directed.

Performance Management

1. Ensure Performance Appraisal is carried out periodically and effectively.
2. Maintain confidentiality and accuracy of records and files.
3. Analyze employee turnover statistical data and reports to identify and determine causes of problems and develop recommendations for improvement
4. Follow up on newcomer performance during the probation period and provide monthly reports to the head of HR.
5. Follow up and ensure that assigned departments comply with the company’s performance management system (competencies evaluation and management by objectives).

Organizational development

1. Updating the Company`s SOPs related to the HR department.
2. Handle employee exit interviews to identify areas for improvement in the organization & sources of job dissatisfaction.
3. Assist in preparing annual training plans based on training needs and organization needs.
4. Implement whole training processes as per valid SOP (searching for sufficient offers, preparing training tools, and logistics, and also responsible for ensuring complete training processes are implemented smoothly.
5. Maintaining records of employee participation in all training and development programs.
6. Create/update JDs as per valid SOP for all positions inside the organization to ensure clear job purpose, qualifications, and competencies required for the job.
7. Work on the organizational branding and how to represent the company image professionally

Employees relations

1. Manage the employees’ relations; handle all issues, build a healthy environment (engagement activities, handle conflicts, and act on the employee's motivation and retention).
2. Issue HR letters.