1. Strategic HR Management
• In consultation with the Executive Director: Finance and Administration, prepare and implement the annual HR Plan to support the overall strategic aims and objectives of the Board.
• Identify, design and implement strategic HR projects, as and when required.
2. Resourcing
• Provide support to managers in the recruitment of all staff.
• Participate in the selection of staff, as appropriate.
3. Employee Relations
• Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, redundancy planning etc.), in order to ensure a consistent and fair approach to people management throughout the Board.
• Keep up to date with legal developments and advise management on compliance and risk factors.
• Manage investigations, disciplinary and grievance matters in conjunction with the Executive Director: Finance and Administration.
• Provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of the Board’s policies, best practice and employment legislation.
• Develop, implement and maintain HR policies and procedures to ensure effective, fair and consistent management of staff throughout the organisation, and ensure that the staff handbook is comprehensive and up-to-date.
• Ensure that managers and staff are aware of the policies and procedures and able to operate them effectively
• Provide support to staff on HR issues, as and when required.
• Monitor and review the system of performance appraisal and continually develop as necessary, ensuring that annual appraisals are carried out in a timely manner and followed up.
• Develop and maintain an effective partnership with the Staff Forum ensuring consultation and communication practices are routinely adopted to enable management to make effective decisions and successfully implement proposals.
• Ensure that staff are informed and updated on key business and organisational issues.
4. Learning and Development
• In consultation with line managers, follow up individual development needs and source external training provision as and when required, monitoring training costs against budget.
• Administer the evaluation of all learning and development activities.
• Make recommendations on a cost-effective management development programme to support the Board’s people management strategies.
• Maintain training records for all staff and assist with any training initiatives, as required.
5. Compensation & Benefits
• Design, implement, and manage salary classification and compensation programs.
• Conduct analysis of compensation and benefits within company.
• Prepare occupational classifications, job descriptions, and salary scale.
• Oversee competitive analysis, merit increases and salary structure.
• Develop job descriptions for various positions and determine appropriate base pay
• Analyze surveys to ensure appropriate compensation across all departments.
• Oversee pension and savings plans, Advise on salary increase requests.
6. Human Resource Information System (HRIS)
• Develops information systems involving integration of multiple platforms, vendor products and technologies
• Develops, designs, builds, tests, implements, maintains and enhances HRIS tables, codes, and security.
• Performs related duties as assigned.
Job Details
| Date Posted: | 2014-01-16 |
| Job Location: | Cairo, Egypt |
| Job Role: | Human Resources/Personnel |
| Company Industry: | Shipping |
Preferred Candidate
| Career Level: | Management |
| Gender: | Male |
| Nationality: | Egypt |
| Degree: | Master's degree |
Apply Now - Jobs in Egypt - Human Resources/Personnel Jobs in Egypt - Search All Jobs
Company:
Date Posted: January 16, 2014 at 02:45PM
Apply Directly Here
HR Manager - Sesco Trans For Developed Logistics
No comments:
Post a Comment