Job description

Responsible for managing the HR Department activities including but not limited to: manpower planning, performance management, compensation & benefits, training & development and payroll, as well as providing guidance and support to the HR Team toward the achievement of the departments’ set objectives. 

Strategy Formulation - Develop strategic objectives and KPIs for the HR Department in line with Division’s strategic goals and ensure that the HR Department’s employees are working towards the achievement of these objectives. - Review the operating results of the HR Department and follow-up to ensure that appropriate measures are taken to correct insufficient results.

Budget & Cost Control - Develop the HR Department’s annual budget and ensure all employees are working within the assigned budget by setting the required targets and responsibilities. - Monitor financial performance versus the budget to highlight any variances for effective alignment. 

Policies and Procedures - Ensure Development of HR policies and procedures and follow up their implementation to achieve the HR Department’s objectives.

Recruitment & Selection - Manage the HR Manpower Planning process as well as, review, discuss and manage the manpower plans and budgets. - Manage the recruitment activities including sourcing, screening, interviewing, testing and selecting candidates as well as reviewing job offers, employment contracts and employee orientation programs. - Manage the exit interview process to identify reasons for employee termination/resignation. 

Performance Management and Training & Development - Develop performance management system linked to the bonus and promotions scheme to reflect rewards based on excellence. 

  Page 2 of 4 - Initiate and guide the annual performance appraisal process and ensure that the department managers are provided with the required forms and methodology for performance appraisals and provide reports on results of appraisals to top management. - Manage the training & development activities including conducting training needs analysis, developing training plan, delivering and evaluating employee trainings, etc. - Lead and manage implementation of career development programs focused on improving employee morale, enhancing employee capabilities and providing a positive career path. 

Human Resource Services - Manage the implementation of HR Transactional services related to salaries, leaves, disciplinary actions, transfer, promotions, provision of benefits, end of service and contract renewal as per the labor law. - Implement and manage job evaluation and salary administration programs. - Oversee payroll operations in coordination with the Finance department to ensure maximum degree of efficiency and accuracy. - Recommend salary adjustments, rewards and promotions based on employee performance and carrying out disciplinary meetings whenever deemed necessary. - Oversee the preparation of employment contracts and contractual relationship between the employees and the company to maintain the rights of both parties according to terms and conditions of the contract, applicable laws and regulations. - Monitor the development of employees’ database that contains all employee information (promotions, sick days taken, vacation days accrued, etc.…) to ensure an efficient retrieval of information when needed.

Continuous Improvement - Provide input and recommend the continuous improvement practices considering ‘international best practice’ changes in international standards and changes in the business environment which demand proactive action plans in accordance with the Country’s Rules and regulations associated with Concept Combined business activities. 

People Management - Conduct annual employee performance appraisals of employees. - Identify the training needs of employees to ensure all relevant experience and knowledge is transferred to employees to ensure a highly skilled and high-performance workforce. Reports - Review and present reports on budget activity, including identification of potential problems and recommendations for corrective action, forecast trends and make recommendations. - Prepare and submit reports on a regular basis to top management that cover all the HR Department’s activities. - Generate and submit necessary reports as needed by top management, other departments or team members 

Skills

Educational Qualification - Bachelor Degree in Human Resources, Business Administration or related field. - Master’s degree in Human Resources, Management or MBA would be an advantage.

Job Description Page 3 of 4 - Senior Professional in Human Resource (SPHR), Human Resources Management Professional (HRMP) or Certified Human Resource Professional (CHRP) certification is preferred. Work Experience - Minimum of 10–12 years of experience in the same or related field. 

Behavioural Competencies - Strategic Thinking - Managing People - Decision-Making Skills - Achievement Orientation - Organizing and Planning Skills - Problem Solving Ability - Negotiation and Persuasion