HR Manager

Establishing of URDA HR department: 

1-The Human Resources Manager will demonstrate leadership in communicating URDA goals, programs, and processes.
2-Creating of a manual, which includes the policies, procedures, and practices.
3-Coordinate and enforce HR policies, processes, systems and reporting activities.
4-Circulating the manual and enforce its content in coordination with the executive manager, PM Manager, department mangers and the branch managers.  

5-Maintains the work structure by updating job requirements and job descriptions for all positions.
6-Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
7-Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
8- Analyze, monitor and improve diversity administration education, training, staffing, communication, affirmative action planning & development, and diversity culture building
9-Responsible for ensuring that appropriate training opportunities are provided to employees to further personal, career, and organizational development.
10-Work with leaders and employees to establish and maintain a positive work environment driving employee engagement, which encourages the full use of diverse talents and abilities; act as an employee advocate; development and execution of a communication rhythm to ensure that effective two-way communication takes place
11-Ensure compensation packages are competitive with the local area. Work with corporate compensation to recommend and implement benefits/compensation programs, which respond to the changing work force and provide a competitive advantage.
12-Responsible for managing the HR departmental budget.
13-Coach and counsel managers and supervisors in the plant regarding employee and labor relations issues in order to enable them to address employee issues at the floor level.
14- Provide career planning and development counsel to employees and managers using Human Resources Planning platforms such as Performance Management (PMP) and Individual Development Planning (IDP).
15- Ensure consistent delivery of benefit programs in partnership with the corporate benefits department.
16-Support the staffing process including sourcing, interviewing, job offers and new employee orientation. Measure plant-staffing effectiveness including turnover analysis and action planning.
17-Building of a documentation system (personnel files, HR records, Decisions,…).
18-Design of competencies framework, technical & Behavioral.
19-Implements and annually updates compensation program; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary.