Manager HCM

Number of Positions 1

Age Limit: 50

• 16 years of qualification in HR/Business administration.

• At least 7 years of relevant post-qualification experience, preferably in the
  public sector, with a minimum of 3 years in a role equivalent to or above the level of
  Assistant Manager.

• Supervise the complete recruitment & selection process and ensure the timely completion in
  line with the set SOPs.
• Prepare Minutes of Meeting & Evaluation Sheet as per the recommendations of the HR Sub
  Committee.
• Supervise all steps involved in the employee life cycle from interview to exit.
• After the approval from CEO, forward the file for Contracts preparation and forwards the
  contracts to the CEO for approval.
• Coordinate the Human resource Sub Committee Meetings and prepare & maintain meeting
  minutes.
• Preparing working papers for HR related agendas to be presented in the Board Meetings.
• Perform any other task assigned by Senior Manager – Human Capital
  Management/COO/CEO.
• Coordinate annual manpower planning and job evaluation exercise.
• Maintain, update and propose changes in HCM manual.
• Design and monitor training & development activities.
• Coordinate in formulation and implemention of effective talent retention strategy.
• Ensure smooth running of payroll activities.
• Conduct annual performance appraisal activity.
• Participate in annual HCM budgeting activity.
• Process medical claims of the employees and maintain and devise solutions for an effective
  healthcare policy.
• Direct and drive talent acquisition efforts in collaboration with the project team(s). Tailor
  the selection process to meet organization’s unique resource requirements while reducing
  lead time to hire. Moreover, create and maintain a dynamic resource pool to meet the
  organization’s urgent human resource needs.
• Monitor HR operations on a day to day basis. More essentially streamline processes to
  minimize lead time while providing HR support and strengthening HR responsiveness to
  employee concerns.
• Reviewing existing policies against market base practices and the local law. Suggesting
  amendments or strengthening the existing policies where possible.
• Initiate and launch tailored competence development programs across the organization to
  build individual employee competence within sectors and in the organization as a whole..
• Revitalize the organization’s employer brand both internally and externally. Reposition the
  organization within different institutions and the larger market by drawing on its existing
  strengths.
• Coordinate change management activities and ascertain that all employees are on-board new
  organizational initiatives.