To maintain and develop HR policies, ensuring compliance and to contribute the development of
corporate HR policies.
• To develop, ensure the provision of a professional HR service to the organization.
• Manage a team of staff.
• Responsible for mentoring, guiding and developing them as a second line to the current position.
• To ensure timely recruitment of required level / quality of Management staff, other business lines
staff, including non-billable staff with appropriate global approvals, in order to meet business needs,
focusing on Employee Retention and key Employee Identification initiatives.
• Provide active support in the selection of Recruitment agencies which meet the corporate standard.
• Ensure Corporate Branding in recruitment webs and advertisements.
• Develop, refine and fine-tune effective methods or tools for selection / or provide external
consultants to ensure the right people with the desired level of competence are brought into the
organization or are promoted.
• Prepare information and input for the salary budgets. Ensure compliance to the approved salary
budget; give focus on pay for performance and salary benchmarks where available. Ensure
adherence to corporate guideline on salary adjustments and promotions.
• Coordinate increments and promotions of all staff.
• To develop the HR business plan.
• Ensure appropriate communication at all staff levels
• To maintain and develop leading edge HR systems and processes to address the effective
management of people in relation to the following in order to maintain competitive advantage for:
Performance Management. Staff Induction. Reward and Recognition Staff Retention Management
Development / Career Development Succession Planning Competency Building / Mapping
Compensation / Benefit programs

• Prepare human capital budget, identify staff vacancies, carry -out recruitment cycle, interview and select appropriate candidates.
• Arrange orientation and induction of new employees together with other departmental heads.
• Administer compensation, benefits and performance management systems in compliance with organizational policies.
• Provide to all employees with information about HR policies, job descriptions, working conditions, relevant salary information, and opportunities for growth and staff benefit schemes.
• Resolve employment related issues such as – administrative disciplinary actions, letters of reprimand, employees grievances and work related conflicts.
• Advise departmental heads on organizational policies including equal employment opportunity, work place safety and ethical code.
• Analyze staff training needs in consultation with departmental heads and design employees’ development program for staff training and growth.
• Develop, administer and implement a transparent employee appraisal system
• Analyze and modify compensation and benefit policies keeping in view the industry practice and related legal/ taxation laws.
• Plan, direct, supervise and coordinate work activities of staff relating to compensation, labor and employee relations.
• Maintain personnel records and complete statistical data including hiring, transfers, absenteeism, performance appraisal, and vacation bank and turnover rate.
• Conduct exit interviews and document the reason(s) for employees’ termination/ resigning.
• Keep a follow up on human capital budget by preparing a variance of actual expenditure versus budgeted expenditure.
• Serve as a bridge between the management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems.

• Recruitment procedure
• Compensation and benefits
• Advance Loans
• Organize and provide health care and motivational trainings

• Worked as a permanent employee
• Processed Company trainings
• Handled company loans
• Assisted Head of department
• Carried out HR supporting operations