Recruitment: Develop and implement recruitment management strategies, to include knowledge of market dynamics, talent availability, and competitive compensation requirements, to support business and/or function.

o Develop a Hiring Action Plan following Innovvette’s business strategic objectives to ensure an ongoing supply of suitable candidates.

o Assist the HR Manager in the revision and upgrade of the HR policies, systems, salary scales, and other work-environment related issues to make Innovvette an “Employer of Choice in the sector of Education”.

o Develop plans for internal recruitment and promotions based on a thorough assessment of skills & talents, and the performance appraisals conducted by the line managers.

o Develop external recruitment strategies based on the diversification of the sources of recruitment, to ensure the continuous supply of suitable candidates to fill current and future business needs of Innovvette.

o Proactively partner and collaborate with HR recruitment sources (companies, universities, workforce departments, etc.) to generate ongoing sourcing and recruitment opportunities.

o Management, evaluation and monitoring of recruitment budgets to determine spending necessary for recruitment of top talent, best recruitment sourcing options per hire and utilization.

Selection & Hiring: Responsible for leading the selection and hiring process for new candidates. This includes:

o Screen applicants and select suitable candidates for interview based on the job description and needed qualifications of every position.

o Devise, run and evaluate the selection process including interviews, psychometric tests, personality questionnaires and various group activities.

o Train staff in interviewing techniques and on the role of the interviewer.

o Manage the hiring process including reference checks, job offers, employment contracts and proper documentation of employees’ files.

Employee Induction & Orientation Programs: Responsible for the development and administration of Employee Induction & Orientation Programs for all newly hired or relocated employees.

o Design and develop appropriate I&O programs for the various positions.

o Administer, plan, and coordinate the implementation of orientation programs for all newly hired or relocated employees within the first week of employment.

o Ensure that all newly hired employees have conducted their objective-setting meetings with their line managers within the first week of employment.

Employee Retention and Exit-Interviews: Assist the HR Manager in the development of Retention Programs for all employees.

o Conduct exit interviews with all resigning, terminated, or leaving staff members.

o Study and examine the results of the exit interviews and share results with the HR Manager and the Senior Management Team.

o Monitor and analyze turnover on an organizational level as well as on unit/department level and share results with the HR Manager and the Senior Management Team.

o Actively participate in the development of Retention Programs for all employees.

o Meet with line managers across the company to promote retention programs.

At times, will be responsible for handling other HR functions to ensure that the HR Department runs smoothly, this could be, but not limited to:

o Developing and maintaining efficient files, records, and minutes of meetings.

o Compile and maintain personnel records and database for each employee, such as updated contact details, attendance & leaves, performance appraisals, date of hire, etc.

o Coordinates with the Finance / Administration Departments in the Centers to follow up on the implementation of the HR policies and procedures.

o Responsible for all the logistical preparations for the training program of the company.

o Assist in the management of the Performance Appraisal Process for all the staff employed by the company, ensuring that the process is well documented, accurate, and done on time.

o Conduct research and analysis on HR issues, trends, special projects, and policies and prepare draft reports and recommendations as requested by management.

o Introduce and increase employees’ awareness of different policies and benefits.

o Assist in the development of new benefits to staff, negotiating with different business partners, and following up on the promotion of the benefit to the staff, as well as the implementation of the benefit.

o Enhance morale and productivity, limit turnover, and help the organization increase performance and improve business results.