The HR specialist will be responsible basically for recruitment, Training and Performance Management. We are looking for a dynamic, adaptable HR caliber with at least 3 years of experience in relevant or similar.

He/she executes and measure effectiveness of talent programs; partner and collaborate with talent team and business leaders to develop, communicate and implement programs and processes.

Responsibilities

Talent Acquisition: 

• Prepare internal and external job advertisements in accordance with the organization’s Job Descriptions as well as Manpower Plan.

• Interview, assess, check references, select candidates and provide feedback to unsuccessful candidates based on the job’s pre-established selection criteria and the organization’s recruitment policies.

• Contact candidates, arrange interview times and assess calibers according to the Competency Based interview set for each level/group of levels.

• Follow up with the Line Manager regarding the technical interview process and results.

• Assist in preparing job offer materials in accordance with the agreed job specifications.

• Follow up with the Line Manager regarding the performance of new hired employees during the probation period and take necessary actions towards unsatisfactory ones.

• Prepare all related logistics for the new comers in terms of laptop, office, email…….etc.

• Conduct employee orientation/induction so that new employees are quickly integrated into the Organization.

• Updating “required reports” regarding Headcount Vs. Budget Organization Chart.

• Updating the Company’s Organizational charts based on any changes occurred including resignation of employees, restructuring or re-engineering the Company’s work flow.

Manpower Plan: 

• manage the company manpower plan and implement it Vs the approved HC budget.

• Ensure that all transfers between departments is matching the department’s budget.

• Provide weekly updated headcount report in terms of resignations, hiring and transfer.

Organizational development & Performance Management: 

• Developing and updating job descriptions through job analysis to help articulate the most important job duties needed from an employee

• Formulating Key Performance Indicators based on the objectives in order to measure employees' performance in an accurate manner

• Implementing the performance management system in regards to competencies and rating scales and making recommendations to achieve the best results in assessing employees' performance

• Following up on performance improvement plans for employees with unsatisfactory performance to make sure they are supported in improving their performance

• Developing company policies and procedures to have an internal control system.

Create and develop a career path for employees

Learning & Development: 

• Identifying training and development needs and creating the TNA through interviews with employees, appraisal schemes, and regular consultation with unit managers

• Create and execute learning strategies and programs.

• Evaluate individual and organizational development needs.

•Assess the success of development plans and help employees make the most of learning opportunities

• Delivering effective induction programs to familiarize employees with the company's culture, benefits, and policies

• Develop soft skills material and deliver them for new comers to integrate them into company culture.

• Apply promotions policy by using different assessment tools, CBI, online psychometric assessments…etc