1.

Administrative HR manager Responsibilities:

- Planning recruitment, training, human resource development in the period, quarter, month. - Develop professional development programs for company employees. - Develop policies and promotion of replacement. - Preparation of budget personnel. - Planning of human resources to better service for business and production strategy of the company. - Building regulations salary bonus, and incentives - stimulate employees to work, made the regime for workers. - Organize and perform work according to administrative duties and functions as required by the Board of Directors. - Building regulations, planning related to the use of property, equipment company. - Construction plan and organize and supervise the implementation of an order from the computer, labor safety, labor hygiene and fire prevention. - Research, compile and browse the regulations applicable in the company, build the organizational structure of the company - parts and organizational performance. Proposed organizational structure, the computer's operating companies. Building a system of regulations, procedures and regulations for the company and monitoring the observance of the rules. - To advise the Directorate building in an organized and strategic apparatus organization and operation of the company. - To advise the Directorate proposals to handle the problem areas of Organization and Administrative-HR. - To advise the Directorate on building organizational structure and administration of the company. - To advise the Directorate on training recruitment in the company. - To advise the Directorate on building plans for salaries, bonuses and welfare regimes for laborers. - To advise the Directorate on the administrative work of the company. - Support Division in the management of personnel and a bridge between the Directorate and Workers in the company. Support for the relevant parts of the training staff, the way recruitment ... Supporting components related administrative work. 2.Administrative HR manager Powers:

- Managing all staff in the Office HCNS. - Organize your schedule, calendar, tasks assigned to all staff in the room. - Monitoring the implementation of the work, the progress of employees in the room and assess the implementation of the work of the staff member. - Propose reward, discipline, transfer .... For the people in the room. - To settle or resolve recommendations of individuals or departments based on rules, regulations and company law. - Right of command handled the Director of the company employees violated internal rules in the company but must ensure that employees abide by the rules. - To be questioned by the authorities check relevant department head if problems arise related to the loss of the company.

- Join with head unit building apparatus including titles, salaries, payroll personnel ensure efficient and lightweight. - Thua mandated by the Directorate convey the guidelines and directives of the Directorate, to state employees knowledgeable and implementation. - Require all parts of the company reports, demonstrations, official data provider to complete the task by the Department Directorate Affairs. - Apply immediate measures to prevent and block right cases can cause serious consequences as damage to the interests of the company or the workers. - Dealing with insufficient attention to the employees base company rules and state law. - Signed, a true copy of administrative documents authorizing the Directorate. - Temporary suspension of work for employees under the mandate of the Directorate see signs of serious breaches of rules, regulations of the company as non-observance of the command, steal and cause disorder, criminal criminal, the book, engaging employees do wrong, causing loss of life and property of the company, etc. .. - Signing messages perform professional tasks of the Department HCNS. - Thua mandate of the Directorate convey the direction and directives to departments and organizations to coordina.

o Handling probationary reviews, increments & issuance of confirmation letters. o Assisting in yearly performance appraisal, compiling & validating details of employees eligible for appraisal. o Issuing Appraisal forms of employees to the respective department head (designation wise & department wise). o Ensuring timely filling up and submission of KRAs for Executives and Managers. o Maintain Appraisal tracker as per grades given by respective department heads. o Issue appraisal/promotion letters to the employees. Training: o Assisting in designing & implementing training manual. o Liaison with external trainer for conducting training program. o Conducting training programs. o Co-ordinating & nominating existing employees to respective training program. o Identifying training needs of new joinees. o Making necessary arrangements & ensuring smooth flow of training session. o Taking feedback & maintaining reports

Al Rajhi Development and Investment Company - Muscat

February 2011 Present (2 years 1 month) Introduce and maintain effective manpower planning / recruitment procedures for the company to achieve its goals Forecast manpower for the project in coordination with Project Manager/Area Managers Revise HR/Recruitment forms and ensure implementation of the same

Supervise and coordinates recruiting activities Manage, create and develop recruiting resources (recruitment agencies) to attract efficient talent Manage and maintain applicant tracking system. Mentor and lead the Recruiters ad Recruiting Assistants Plan recruitment trips and conduct interviews in abroad along with technical managers Prepare job profile in discussion with respective departmental managers Ensure smooth mobilization of candidates and proper allocation to different projects in coordination with Project Manager/Area Managers Ensure all legal formalities of employees done on time by monitoring PROs Ensure master data of employees are maintained systematically and as per legal requirement of the country Compensation and benefits, Performance management and training arrangements Ensure employees leave details are maintained properly Ensure leavers details are maintained properly Ensure employees personal files are maintained systematically Attend and solve employees' issues Ensure company rented flats, vehicles and mobiles records are maintained systematically and updated regularly Inspect labour camps and ensure the facility is satisfactory Manage travel requirements of the employees Handle resignations and terminations and ensure maintenance of such records systematically Guide and coordinate with departmental managers in all matters pertaining to human resources Generate periodical reports, related to the manpower of the company and then present to management whenever required. Manage entire admin issues

HR Officer
ALDAR Laing O'Rourke, Abu Dhabi
March 2008 January 2011 (2 years 11 months) Prepare manpower and recruitment plan Advertise vacancies inside and outside the country Execute pre-screening, phone and face to face interviews Schedule and conduct interviews; including abroad Negotiate salary and other benefits Ensure employment offers are issued and coordination with candidates/agencies are done on time. Ensure CV data base is maintained systematically Verify certificates / documents received from candidates/agencies and ensure arrangement of balance documents for visa processing Respond/Coordinate with the candidates/agencies and prospective employees' queries/concerns Verify weekly visa status report and ensure visas are received on time Ensure CV database is maintained systematically Ensure visa status to the candidates / agencies is informed from time to time Ensure mobilization of prospective employees and their eligible dependants in a timely manner Monitor and ensure induction process of newly employees are done on the day of joins Deployment of new employees to the concerned projects Work with Head of Departments/Project Leaders to deliver recruitment needs and other needs Ensure insurance cards for employee and their eligible dependants are processed and delivered on time. Monitor updation of all HR records systematically Handle all other HR general activities; Compensation and benefits, employee discipline, confirmation of employment, resignations, terminations, demobilization etc.

HR Manager
Westfort Hospital, Thrissur, Kerala
January 2005 November 2007 (2 years 11 months) Advertise vacancies, shortlist CVs and conduct interviews Make employment offers Handle resignations and terminations Do random visits all the departments and areas of the hospital to ensure patient care and other administrative issues are solved from time to time Employee relations and motivations Make sure induction process are completed on the day of joining of the employee Attend meeting with the management and key department heads Ensure smooth running of the hospital by ensuring doctors needs Implement compensation and benefit policy Attend labour dispute meetings Deal with different Government authorities

Be the first point of contact for all HR-related queries Administer HR-related documentation, such as contracts of employment Ensure the relevant HR database is up to date, accurate and complies with legislation Assist in the recruitment process Liaise with recruitment agencies Set up interviews and issue relevant correspondence

Admin Works: Supervise and manage all day-to-day office administrative activities. Fully Handling Setting up new Office & Office Shifting in new location. Vendor Management & Office Administration (Adequacy of Stationary / Provisions / Refreshments / adequacy of Sub Staff) Courier & Dispatch (Inward / Outward / Outstation) / also making record of Local maintaining. Co-ordination and maintenance of systems related to House keeping. Managing vendors and keeping track of cycle of all maintenance contracts and AMCs. Keeping records of Visiting Cards, Utility Payments , Printing of Stationary . Maintaining record of AMC ( Computers , AC, Cars, Pest Control, Insurance , Etc) & taking care of Corporate office & Branch Office. Updating Assets List of the company. Handling complete Facilities and infra structure of office and liaising with contractors and interiors for the same. Liasioning with external agencies (police / municipalities / corporation / premise security agencies / Premises Co-op Society)and government bodies like MTNL, BEST ,BMC. Coordinating with Travel Agencies for Airlines & Railway bookings, Hotel bookings & Car arrangements for employees & guest.

HR Works: Monthly updating of the Leave records of all the Employees on the Biometric System. & following up for the Leave applications with the Employees. Query and grievances handling of the Employees. Checking for the Budget, pre-joining documentation, current CTC of the candidate with the proposed CTC and getting the required approvals before issuing the offers. Preparing MIS and following up with the Business Development Manager . Issuing Offer Letters, Appointment Letters, Transfer Letters & Confirmation Letters. Taking Exit-Interview and Issuing Reliving letters & full and final statement of existing employees. Participating and Discussing with Management regarding the new policies. Maintaining the records of the employee by maintaining their personal file. Handling recruitment through various streams like Naukri, Monster, Etc.

Home - Human Resources Management - HR systems - Overview of HR role

Overview of HR role
The HR role can be divided up as follows:

Administration Analysis and reporting Employment contracts, conditions and disputes Industrial relations Intra-company communication Legal compliance Personal support re: individual employees Recruitment Risk management Rules and culture Staff assessment, job design, performance, remuneration Strategic role in the business

Termination of employment Training

HR professionals carrying a variety of titles (Employee Relations Manager, People Manager, HR Manager, Human Resources Manager, etc) have many and varied roles across business and industry generally.

This article is a quick overview of the numerous tasks, responsibilities and demands that HR professionals may have to deal with.

Why bother with such an exercise? In the first place, it demonstrates the many aspects of people management that have to be considered. Additionally, the overview notes some functions that those currently in roles with HR responsibilities may not have considered or may wish to possibly adopt or reorganise in their work situations.

Dividing the role of HR/People Management professionals into these categories emphasises the broad demands that can be placed on these professionals. It also implicitly suggests a career path or a number of career paths that can be pursued.

The list below comprehends most of what is considered HR responsibilities. However, there would be businesses that go outside the circle and structure the HR function is a different way from the usual. This fact simply demonstrates the complexity and potential of the role. The categories are listed alphabetically. Back to top

Administration
Administration and day to day operations (eg wage and salary administration) management
and organisation a critical function that has to be right

Analysis and reporting

Records and statistics relevant information on the provision of labour and the many aspects
of that good information is important in making good decisions

Benchmarking re employee performance business needs to know what are the goals

 Benchmarking business re employee management HR should test its own performance Forecasting and predicting re staff and business issues being ahead of competitors leads to
success

Employment contracts, conditions and disputes

Employment conditions 'packaging' and innovation Negotiation re: contracts with employees and others providing labour Answering employment entitlement queries a day-to-day requirement Salary packaging Superannuation entitlements, advice and guidance

Industrial relations
Negotiating and liaising with unions Dispute resolution industrial action collective action the management of these events
with the least damage to the business

Dispute resolution individuals' issues and problems can involve EEO and other legally
sensitive matters

Answering industrial relations queries from management and employees

Back to top

Intra-company communication
Liaison between staff and management an important function in a well-run business Staying in touch with staff and hearing staff a generally positive exercise that often rests
with HR

Staff surveys

Legal compliance
Legal compliance very broad requirement HR focus is obviously re: the supply of labour
and employment issues

Personal support re: individual employees

Personal support role for individual employees the extent of this depends on the degree of
involvement that the particular business considers appropriate

Career planning Balancing work and personal lives re: employees Retirement planning (includes advice on superannuation)

Recruitment

 Recruitment and induction a very important function for the success of the business and the
employees of the business

Risk management
Risk Management culture a business must be alert to risks Risk management re: the business and employees specific work should be done to minimise
risk and maximise productivity

Promoting productivity the positive side of risk management Managing absenteeism major loss to business unless well-managed Workers compensation managing at the worksite end and also liaising with insurers and
senior management

Rules and culture

Policies and procedures cut across all areas of employee involvement they should be
consistently reviewed

Creating a culture of EEO Creating a culture of OHS Occupational Health and Safety and EEO policies and procedures both a legal and good
governance imperative

OHS and EEO reporting and training necessary elements of the total picture
Back to top

Staff assessment, job design, performance, remuneration

Staff assessment (promotion, demotion, re-direction) has to be done well with staff support Counselling and managing performance Job design and structure Salary levels and salary packaging Altering contracts to reflect changing role of employees

Strategic role in the business

Strategic role advising top level management a broad brief variable depending on how
the business perceives the role of HR Management development , succession planning, leadership development, organisational design

Organisational development and redesign Planning on various levels workforce, departmental, unit, individual a variable often
determined by how the individual professional approaches the HR role

Strategic planning a general call integrating HR role into the company's business
Back to top

Termination of employment
Managing termination of employment at all stages from the commencement of employment
to its end Retrenchments both the collective issues and individuals' issues

Post-employment responsibilities re employees issues such as references must be managed

properly

Training
Spreading the knowledge on 'people management' delegating and/or handing over certain
people management matters to other managers who deal directly with staff

Training and innovative ways of using training to keep good people keeping staff up to
speed in their own areas and generally in the business environment in which they operate

Purpose of Role: Provide a human resource and recruitment specialist function for the Human Resource Department. Responsible for the effective Recruitment and Selection process, Employee Wellness, Organisational Development and HR Administration. Assist management to develop, implement and analyse human resource policies. Maintain high standards of HR support in accordance with company procedures, contributing to the success of the Human Resource business unit, in line with the objectives Key Accountabilities : Carry out Human Resource duties to support the daily functions of the HR team to meet the demands of the business objectives Recruit and select the most appropriate personnel and ensure successful candidates have the required skills to fill the relevant vacancy for the organisation and functions, Responsible for recruitment advertisements, interviews and selection of candidates in conjunction with departmental Managers / Supervisors, as well as conduct pre-employment checks and writing ofJob Descriptions Attend Disciplinary Hearings as Human Resource Scribe - audio and minute taking Assist management to structure / revise human resource policies and procedures to achieve the highest productivity for the organisation Ability to enforce standards in day-to-day activities and understand the importance of HR data quality Maintain and update recruitment / training records Assist fellow employees with daily functions as and when required Carry out all other reasonable tasks that may be delegated from time to time Diploma in Business Administration & Leadership ability 5 years relevant HR Generalist experience

 Well acquainted with the Basic Conditions of Employment Act, Labour Relations Act, Skills Development Act and Employment Equity Act Good understanding of HR Policies, procedures and legislation, job grading, recruitment and performance management Computer Literacy; (MS Word, MS Excel and MS Outlook and PowerPoint). Competencies required : Interpersonal communication skills Effective oral and written communication Ability to act and operate independently Ability to prioritize and meet assigned deadlines Ability to work cooperatively and collaboratively with all levels of employees, management, and external agencies Problem solving, and results Ability to understand people Reporting skills High level of confidentiality practice Professional and committed approach in all areas Positive can do attitude Organisational / Leadership and Management Skills Accuracy / Attention to detail / Time management

Sr. HR Officer

National Projects & Construction LLC

August 2007 Present (5 years 7 months) Review and modify the HR policies to make sure that all the programs are competitive and in compliance with legal requirements and to get it approved by the Divisional Head. Assist the Department Head for the human resource department budget administration. Develop job descriptions and Assist the Divisional Heads to develop Job descriptions for the Technical positions. Administer performance evaluation of the staff in the company and preparation of summary reports to the Management. Assist the Department Heads in updating the organization structure as and when required. Collaborate with technical managers and department heads for the staffing projections and manpower requirements. Control, maintain and update manpower plan and preparation of related monthly and weekly reports. Coordinate local and overseas recruitment campaigns under the supervision of the HR Manager. Coordinate with local and overseas recruitment agencies to fill vacancies. Liaises with approved recruitment agencies for supply of manpower. Coordinate manpower planning process and maintain manpower records. Conduct new employee orientation. Establish Filing system and oversee the maintenance of employee files and records on an ongoing basis.

Identify suitable recruitment channel for company. Supervise: Workforce market search. Recruitment advertisement designs. Employment offer letter and contracts Screens applicants for basic compliance with position qualifications, summarizes CVs for easier evaluation by the departmental heads. Meets walk-in applicants, collects and assesses CVs. Obtains and assess all certificates and testimonials of the candidates. Ensure all vacancies are filled with the suitable candidates within the targeted time. Interview candidates up to supervisors level and provide feedback to both HR Manager and Line Manager. Maintains an active and organized data bank of applicants for various positions.