Deputy Human Resources Manager / HR Generalist
Stream Global Services
Total years of experience :8 years, 4 Months
1. Act as a consultant for managers on employees’ issues, including compensation, benefits and employees’ relations, performance management…etc.
2. Form partnerships with assigned departments and attend meetings to keep abreast of current situations, escalated issues, and to offer Human Resources perspective.
3. Understand assigned business objectives, identify and recommend appropriate policies and practices that support them.
4. Counsel employees concerning work related issues and exercise utmost judgment within generally defined practices and policies to determine best method or technique for obtaining solution. Keep management informed of escalated issues.
5. Investigate and resolve grievances; assess, develop and implement action plans to correct root case issues. Implement the internal and penalties regulations.
6. Support the creation of inspiring work environments to maximize employee contribution.
7. Compile various statistical reports and information for management’s review.
8. Responsible for contents and maintenance of personnel handbook.
9. Coach business partners/client groups to assess, plan for and manage workforce needs, including reducing attrition, to achieve business goals.
10. Manage and conduct recruiting for internal and external positions. Screen and refer applicants for particular job openings, administer pre-employment tests, check references and conduct exit interviews. Develop recruiting strategies that allow for quick and appropriate candidate identification.
11. Administer HR budget consistent with functional and business needs.
12. Work with systems project team ensure that the HR System is implemented on time and within the project timetable, maximizing the automated delivery of processes to promote employee and manager self service once the system is implemented.
13. Responsible for the input of the employees’ personal data; and inform concerned departments with new hires, resignations and any change of status; and update the headcount movement.
14. Ensure that private and personal information is protected against unauthorized and improper use.
15. Prepare the monthly payroll effects sheet, calculate overtime for entitled employees according to the company & labor law regulations and be the contact point for the payroll company regarding salaries and social charges.
16. Administer company vacation balance records & end of employment vacation settlement.
17. Administer company medical insurance program in coordination with the contracted medical care provider; including doctor letters, settlements, and adding/removing employees from the scheme.
18. Keep abreast of labor to ensure company remains compliant. Liaise between company and the local labor and social insurance authorities.
19. Follow up the on time delivery of external & internal required reports required by company of labor authorities, including forms required by the social insurance authority and labor office for new hires, resigned, and retired or terminated employees.
20. Follow up the employees’ contract preparation and all new hires personnel documents; and the maintaining of employees’ personal files and regular updating; and ensures that all documents are properly kept (employment contracts, work permits, military status certificates, hiring documents, social insurance forms, salary progression records, etc).
1. Maintain and coordinate human resources activities including recruitment & selection, compensation & benefits schemes, performance management systems, career development planning, manpower planning, capabilities development including training needs assessment and planning, and employee relations.
2. Formulate and maintain HR policies and procedures covering recruitment & selection, compensation and benefits, performance management, training & development, promotions, counseling, personnel services, and disciplining, based on the company management objectives, government regulations and labor legislation and submits them to the HR Manager for approval.
3. Prepare the overall plan and budget for the human resources function.
4. Coordinate with department heads to develop headcount budgets on a yearly basis; review monthly headcount report against the budgets and provide analysis to top management.
5. Administer the recruitment & selection process of candidates and maintain a recruitment database, and follow up on the interviewing process with the Functional Managers throughout the hiring process.
6. Monitor career development plans for employees, with input from the Functional Managers.
7. Coordinate and analyze compensation & benefits surveys on an annual basis in order to revise the compensation & benefits scheme in relation to the market.
8. Maintain and monitor the execution of the performance management system, analyze records for staff performance for the purpose of recommending salary increases, promotions and training needs.
9. Supervise the research and selection of suitable training programs and seminars, for all departments.
10. Monitor the development of the yearly capabilities development/training plan for various positions according to the annual training needs assessment before submitting it to the Functional Managers and the HR Manager for final approval.
11. Review job descriptions, the grading structure and the compensation and benefits scheme on a yearly basis ensuring that the roles and responsibilities for each position still reflect the business requirements and revises the job evaluations and grading structure accordingly.
12. Participate in conducting the training needs assessment and prepare the yearly training plan for various positions for the HR Manager review. Research and select suitable training programs for internal training, organize training programs and seminars, as well as all external training activities.
13. Orient new hires with the company’s policies and procedures (medical plan, insurance, holidays etc…), providing them with relevant company/employee manuals.
14. Prepare periodic progress reports reflecting the operations of the HR activities.
15. Prepare the Employee Status Report reflecting; new hires, resignations, changes in titles, changes in salary and approve from the HR Manager to issue to the Finance department.
16. Update the Turnover Report for approval by the HR Manager before issuing to the Functional Managers.
17. Prepare the Headcount Report for review and approval of HR Manager before issuing to the Functional Managers.
18. Monitor and evaluate the performance of direct reports recommending corresponding training and salary raises.
19. Prepare the payroll report ensuring its accuracy and that all the necessary adjustments have been reflected, for issuance to the Finance and Accounting.
20. Provide the HR Manager and the Functional Managers with all the necessary data and statistics relating to human resources issues in order to assist them in their decision making and prepares and submits quarterly progress reports.
1. Plan and implement work objectives and schedules for HR processes in order to ensure that effective HR service is provided to internal users.
2. Plan, organize, and administer all departmental HRM programs including compensation, rewards, and recognition systems.
3. Maintain knowledge of compensation issues, trends and regulations. Conduct wages surveys. Analyze company compensation polices, compare to comparable organizations and recommend adjustments.
4. Apply knowledge of job analysis, job descriptions, and position grading to determine relative worth of jobs and translate into monetary value.
5. Administer performance appraisal program and ensures they are carried out periodically and effectively.
6. Administer salary administration and payroll in coordination with Finance Department, to ensure compliance and equity within organization.
7. Assess salary increases and ensures accordance with budgetary limits and company compensation policies.
8. Prepare annual budget figures for HR Director review and approval that accurately represent anticipated development and implementations costs and enable accurate business planning and cost management.
9. Identify and implement improvements and/or modification to routine procedures in order to ensure the highest standards of activities.
10. Monitor HR procedural compliance to ensure that all systems are adhered to in support of the achievement of business objectives.
11. Ensure the effective implementation of work objectives through leadership of a specialist team setting objectives and managing performance in order to ensure the highest levels of performance are achieved.
12. Contribute to the planning, development and administration of Human Resource Informational Systems. Work closely with Information Systems staff to ensure integrity of the system. Trains other HR staff in the input of data and the running of reports.
13. Assess various systems, analyzes data and prepares reports as required, conducting additional research where necessary, to ensure that management has the relevant information needed to support decision making.
14. Contribute to the development and/or implementation of functional and/or corporate projects in order to support the ongoing development of HR provision and standards.
15. Provide functional support to the HRM department sections including recruitment, personnel, training, employee benefits, and general HRM activities.
