Job Description included the following:


• Collaborate with the Head of Department to further develop and improve
the overall system and operating efficiencies.

• Oversee daily operations of the HR department including areas of
Recruitment, Employee Relations and Training.

• Accountable for the daily operations of the Payroll of the HR Department.

• Recommend and implement departmental and organizational policies.

• Advise departmental management on pay issues, performance appraisal
and employee relations issues; respond to personnel problems, issues and
special requests and to facilitate personnel actions.

• Provide guidance on selection and placement of employees; screen and
interview candidates for different positions.

• Advise and assist management and staff in the handling of employee
relations issues, complaints and/or grievances and determination of
appropriate disciplinary actions.

• Determine budgetary impact of salary actions and assist management with
salary budget planning and staffing requirements.

• Compile and prepare a variety of reports and analyses reflecting various
personnel and/or payroll data.

• Recommend various personnel actions including, but not limited to, hiring,
performance appraisal, disciplinary actions, and vacations schedules.

• Establish and track HR metrics that reflect a fact-based comprehensive
method for valuing the contributions of staff.

• Perform all tasks as assigned by the Executive Management.

Recruitment Process included the following:

• Development & Execution of recruitment plan to ensure availability of a
pool of qualified candidates when required.

• Creating job descriptions & job advertisements.

• Initial screening & conduct preliminary interviews of short listed candidates.

• Preparation & issuance of appointment letters to selected candidates.

• Issuance of timely notifications/letters e.g show cause, transfer, re-
designation, promotion and any other change in employment status.

• To analyze turnover areas, conducting exit interviews of resigned employee
and make recommendations and action plans for reduction in turnover.

Compensation Process included the following:

• Establish and execute best suitable attendance system for all categories of
employees, to monitor and manage their attendance and leaves.

• Dealing with Payroll and final settlements of outgoing employees.

• Preparing budget and maintain expense with in approved figure.

• Prepare periodic reports to compare budgeted cost to actual cost.

• Prepared various types of reports for higher management, including cost to
company, absence, compensation, leaves, attendance, overtime cost &
headcount.

ER Process included the following:

• Conducting one on one counseling sessions with the employees to satisfy
their queries and grievances.

System activities included the following:

• Requirements Gathering As-Is for business processes

• To-Be for business processes

• Develop Testing Scenarios, test data cases

• Perform Unit and Integration Testing of HCM module

• Conduct End User Training for Recruitment Planning Budgeting

• Post Go Live support for HCM module

Imports activities included the following:

• Manage the Overall import process, includes

• Documents shipment to ensure that they are in compliance with customs
rules and regulations.

• Consulting with customs agents to ease passage of shipments through
customs.

• Track the location of the shipments

• Consulting with clearing agents to ease clearance of shipments using the
best, most economical way of transportation or warehousing.

• Determine how much insurance to take out on the shipment.

• Collaborate with senior management and ensure compliance to all trade
regulations and changes.

• Perform all internal audits regarding particular shipment and supervise
excellent working of all external agents.