Job Description
*Recruitment
Providing a general orientation for the recruitment strategy, guidelines and procedures on the best methods of recruitment, systems and methodology nationwide.
Ensure timely, efficient and affordable talent.
Lead the Talent Attracting Program to create effective hiring methods and implement a successful introduction program and enter the organization.
*Employees' internal communications
Responsible for the development, implementation and management of internal communications programs that strengthen employees' participation and coherence with the global business goals.
Coordination and assurance of the implementation of the group's internal communications policies and laws nationwide.
*Education and development
Define human resource educational programs nationwide.
Leadership of Performance Management System Includes Performance Development Programs and Employee Development Programs.
Review the current system and guidance of the HRM to enhance the effectiveness of performance evaluation and its benefits for all employees and managers.
*Employees' relationships
Developing and implementing a strategy of employees' relationships to reduce the negative impact of individual employees' complaints or workers' collective disputes. Ensure that all national/regional labor laws are compatible.
Management representative in negotiations and dispute resolution processes with employees, unions, employer institutions, government agencies, labor relations and other related institutions to protect the interests of the organization.
Keep up to date on processes and legal changes and adaptation, and provide active advice in these areas.
*Compensation for services and benefits
Leading the development of service compensation programs at the national level to motivate effective performance, incentives and rewards and assurance of business goals.
Monitoring the effectiveness of service compensation programs, including internal justice and competitive structures, and the proposal of reforms if needed. Ensure appropriate financial controls for incentive -based service compensation programs, and analyze the financial consequences of current and proposed programs.
Leadership of the annual salary review process to ensure market and internal cohesion.
Cooperation with salaries data suppliers to provide regional insights and markets when developing and setting up compensation programs. Using financial analysis models, quantitative indicators and approaches for data -based decision making.
*Payroll
Monitor the proper processing of salaries.
