Job Scope (Full Cycle Talent Acquisition & Onboarding & Workforce planning 60%, Training & Development 15%, Performance Management 15%, Internship Programs 5%, Exit Interviews 5%)

1. Create DME database including; sourcing for new hires and documenting the status of candidates
2. Facilitate new hires onboarding whole process needs with Admin, IT & Personnel departments to ensure new hires needs are fulfilled. 
3. Create and update RFF log sheet according to hiring updates to be able to track the hiring status.
4. Create and send new hires updated report on monthly updates.
5. Support in organizing company events including DME annual meeting, Executives AOP meeting, and manage performance recognition awards. 
6. Support in the recruitment process including; job posting, screening CVs, conducting interviews for level 16 and below.
7. Prepare the announcements for the new hires and review with direct manager head for issuing.
8. Collect employees training needs (TNA) from head of department and validate according to business needs during the start of each year.
9. Communicate with several training vendors to get at least 3 offers for each training according to our training needs.
10. Create training plan including final training courses, vendors, cost per head & time schedule for validated training needs.
11. Facilitate the execution of the approved training plan including managing the logistics, training room reservation, communication with employees & catering.
12. Collect training feedback from attendees after each training to get the satisfaction rate in order to improve training quality &
13. Advise on the training availability to employees or managers to connect people with learning opportunities by emails or other available channels.
14. Facilitate the education support program by facilitating the reimbursement process according the policy.
15. Facilitate the internship program with department managers according to department needs & capacity.
16. Introduce interns to company, support them during the internship duration, review and prepare the experience certificates for them.
17. Initiate the succession planning process include critical positions profiling, nomination of successors, assessment process and development plan.
18. Update the training log, internship log, turnover report on monthly updates.
19. Support in the Midyear and annual performance appraisal process.
20.  Support HR staff whenever needed.