AS AN ASSISTANT IN HR

Assist to manage all human resources related activities including recruitment, compensation, career development, performance measurement, and training and personnel affairs Recruiting staff - this includes developing job descriptions and person specifications, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates. Preparation of payroll; timesheet collation; overtime processing; deductions for advances, fines etc; transfer of bank payments and immediate payments as and when required. Administering all settlements with the employees like Gratuity, Leave salary and maintaining proper employee records. Implement performance review practices, training and development systems. Administers performance review program to ensure effectiveness, compliance, and fairness within organization. Working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures. Evaluated training programmers for staff and implemented new training solutions that met he needs of the business and the people. Follow-up research concluded improved budgets, increased profits and improved morale. Assist managers in the resorting of the organizational structure and assist in defining the roles and functions to enable the company to have capable people in the right place at the right time to achieve the

business plan intent. Support high standards of recruitment and selection to provide suitable and capable employees to meet its needs. To help HR Trainees change marginal grades into good grades, and supports colleagues and administration in facilitating each Trainees social and intellectual growth by creating an atmosphere of mutual respect and open communication. Conducts performance evaluation training and monitors departments performance in conducting the performance evaluation. Assist to prepare human resources planning process, to determine the Companys long-term staffing needs through discussing the personnel needs with department managers and prepares personnel forecasts to plan employment needs. Any other reasonable tasks as instructed by the HR Manager AS A SENIOR LEVEL
Education 1995 - 2001 2002 - Diploma in Human Recourses Management 2003- Certificate in International Human Recourses Management 2005 - Various Computer Courses 2007-International Human Recourses Management 2007- Diploma in Bahrain Labor law 2008 Chartered Institute of Personnel Development (CIPD), United Kingdom and

Work experience

1995-2001 Jawad Business Group Fashion Division as Assistant Manager Key functions 2002-2004 Human recourse Manager for Supermarket /c- store and whole sale. 2005-2006 Coca Cola Bottling Company as Assistant HR Manager

2008- The sultan Center as Country Human recourse manager Present

Maintaining awareness of and compliance with local, state and federal labor laws Recruitment, selection, and on boarding (resourcing) Employee record-keeping and confidentiality Organizational design and development Business transformation and change management Performance, conduct and behavior management Industrial and employee relations Human resources (workforce) analysis and workforce personnel data management Compensation and employee benefit management Training and development (learning management) Employee motivation and morale-building (employee retention and loyalty)

Recruitment & selection

Develop and manage the best practice of selecting people fit to their career needs & capabilities with jobs & career Path.

Recruitment, termination & resignation, & exit interviews and ongoing faltering for new candidate Effectively recruits to meet business requirement, both internally and externally.

Ensures correct procedure of job offering and/or rejecting is complied with. Achieves an acceptable level of staff turnover. Liaisons with Managers to ensure correct staffing within department. Considers alternatives in staffing structure, e.g. part time workers Liaisons with recruitment manager and uses appropriate method of advertising in order to fill vacancies Be a communication key between the employee and the management Pass instructions to the team.

Performance Appraisal & performance management

Deliver and maintain the appraisal system objective to all member of the team to ensure achievement of business goals through individual goals & ensuring activities support the achievement of these goals

Succession planning

Assuring an alignment of individual career planning and business career management processes to achieve an optional match of individual and business goals, focused on coaching the employees to consistently the company standard ,by insuring commitment and proactively to achieve individual performance improvement ,

Training & development

Arrange training plan for all the employees with their line manager to achieve company objective, and develop the key competencies that enable individuals to perform current & future jobs through training and development, maintain a preferred staffing providers list and update according to performance of providers

Reward systems

Developing reward systems & benefits (employee of the month) and maintain fairness and consistency at all times as motivation system

Employee Relations

Assuring healthy relationships, motivating Staff, Solving problems with staff and sometimes customers, Manages the central team and where applicable HR managers in the business units

Company structure

Structure that allows for individual development, potentially satisfying the organizations, or the nation's goals. Development of the individual benefits the individual, the organizationand the nation and its citizens. In the corporate vision

Individual responses

Polices and procedure and Systems

Review and communicate HR / company polices/polices based on country labor law by insuring kept updated. Implement the HR strategies, design and