General HR Management: 

• Implement from scratch and manage HR operations for a global Business Line: Talent Acquisition, Global Mobility, Talent Development, Compensation and Benefits and HR Systems to ensure all requirements for the Business are met
• Monitor and ensure compliance with local labor laws and staff regulations
• Work closely with Heads of Departments in a consultancy role, assisting them to understand and implement policies and procedures and advising them on HR issues in the HR area of expertise
• Provide an effective service to both managers and employees on HR policy, legal requirements, staffing issues

Performance Management:

• Provide support to line managers on how to implement the Performance Management System with the aim to evaluate and develop competencies of the staff they manage
• Give training to staff on the performance appraisal guidelines and best practices of performance management 
• Implement from scratch and manage the Yearly Performance Appraisal process

Employee relations:

• Ensuring coherence, continuity in administration and management of resident employees
• Handling employee grievances and disciplinary outcomes within the provisions of staff regulations and labor laws, participating actively in conflict solving
• Guide staff members at all stages of their cycle within the organization, on both administrative HR and professional development matters

Employee remuneration:

• Salary management including ensuring consistent application of salary, benefits and rewards
• Supervise the monthly salaries and terminal benefits and ensure that the correct income taxes rates are applied
• Supervise the preparation of the statutory returns and ensure the monthly deadline for remittance is met
• Create and manage the HR department’s annual budget

Training & Development:

• Suggest, create and implement career paths and support plans for specific persons to line managers, ensuring a proper liaison with the Operational needs and objectives set, the results of Performance Management, the training possibilities 
• Inform and advice on priorities of trainings and selection of staff to participate
• Provide expertise upon request to line managers with regards to the assessment of training needs within the teams they supervise
• Educate, coach, train, and monitor leaders on various topics, including performance, management processes, disciplinary processes, and productivity

Talent Acquisition:

• Work in collaboration with various units to identify and analyze recruitment challenges, methods and processes and optimize recruitment tools
• Enhance the recruitment process and deliver exceptional candidates in the most effective way
• Evaluate candidates’ profiles, conduct interviews and participate in selecting candidates
• Is candidates’ main point of contact during the recruitment process and answers their questions, including on the outcome of their application; carries out administrative tasks 
• Support the internal and external recruitment process and provide HR expertise to all levels of the organization
• Take part in evaluating recruitment activities and adjust action plans and programs accordingly, particularly during emergencies
• Keep the recruitment tool and candidates’ information up to date
• Conduct sourcing activities in order to fill open positions