Responsibilities
Human Resource
·        Coordinate: All  efforts related to talent acquisition, onboarding, and termination of full-time, part-time and temporary employees

Legal Compliances: Manage and ensure employees health benefits and retirement plans according to the EOBI,Social Security,Workers Compensation,Health Insurance, and other legal compliances including plan selection and open  enrollment administration, change reporting, invoicing review/approval; liaise with third-party brokers on benefit plan setup and administration
Training and Development: Implement and manage staff performance and professional development plan that aligns with  mission, vision and objectives and drives high performance team and general employees
Nature: a positive working environment and define employee relations practices necessary to promote a high level of employee morale, engagement and motivation
Create and maintain HR files: ensure paperwork is complete and compliant with regulatory requirements and S&S LOGISTICS needs; complete periodic reconciliation of benefits and payroll records and rectify issues in a timely manner
HR Planning: HR policies and procedures and periodic updates to employee handbook
Grievance Handling : Assist S&S LOGISTICS staff with HR-related questions and issues and provide periodic communication on benefits and related information to employees
Implement and Execution: recruitment processes; continuously work on developing the most effective and economical recruitment methods and ensure that they align with current and future needs for  human capital

General Administration

Manage day-to-day office operations: oversee and coordinate overall office activities and provide administrative support to the executive leadership
Manage relationship with facilities management: coordinate office maintenance and support needs
Supervise the acquisition and maintenance of computer equipment and supplies in accordance with  purchasing policies and budgetary restrictions
Identify and oversee services with commercial vendors for all of  operational requirements

·        Support departments in the development and delivery of strategic HR plans to fit with the overall business direction
·        Plan, monitor, and appraise HR activities by scheduling management conferences with employees, hearing and resolving employee grievances, training managers to coach and discipline employees, and counseling employees and supervisors
·        Champion the onboarding process, ensuring the process is up to date and of high quality, providing clarity and connection for all employees and their role in relation to the overall vision
·        Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures
·        Build strong relationships with external suppliers, fostering trust and promoting collaboration
·        Handle confidential matters with discretion

Major Responsibilities were:
·        Recruiting and staffing
·        Organizational departmental planning
·        Performance management and improvement systems
·        Organization development
·        Legal compliances regarding employees (EOBI,Socilal Security,Worker’s Compensation)
·        Need assessment and training
·        Monitry & Non-monitory Issue Handling
·        Grievance handeling
·        Employee Life Cycle Management

·        Talent acquisition
·        Schedule interviews, meetings and other HR events
·        Monitor need assesment and training of employees
·        Industrial relations (IR)
·        Coordinating seminars and meetings
·        Maintaining the record of employees
·        Processing payroll and solving payroll related issues
·        Compensation and Benefits
·        Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability
·        Provide assistance in administering employee benefit programs workers compensation plans
·        Administer and score applicant employee aptitude, personality, and interest assessment instruments

·        Overseeing the full recruitment cycle, in particular contract preparation.
·        Providing specialist information and guidance to employees and managers on HR Policy and practice and employment law.
·        Managing the annual salary review process for the company.
·        Promoting equality and diversity in the recruitment process.
·        Ensuring that all company policies and procedures are up to date in line with current employment law.
·        Supporting supervisors to ensure the success of their teams.
·        Ensuring that the correct recruitment and selection procedures are adhered to.
·        Managing pay-roll operation.
·        Advising on staff promotions.