• Managing talent acquisition, staff augmentation and talent pipeline for the group.
• Handling whole recruitment life cycle.
• Managing the execution of end to end recruitment process of staffing volume hiring.
• Ensure compliance to all company policies and recommend development to process if required and perform research on all various hiring practices. Collaborate with hiring managers and design all recruitment plans.
• Manage all communication with candidates and schedule all interviews and make required travel arrangements and participate in screening process and review all candidate qualifications.
• Prepare reports for all recruitment statistics and maintain accuracy in system and document all process and ensure compliance to same.
• Conduct initial phone interview screens to assess candidate\'s skill level,
• Interest and cultural fit.
• Source candidates through a variety of channels.
• Schedule and conduct interviews.
• Administer pre-employment tests and reference checks.
• Coordinate interviews (face-to-face, teleconference, interview workshops) and create the interview schedules for hiring managers
• Prepare candidate information packages, including travel arrangements.
• Make informed selection recommendations to hiring managers.
• Create offer packets and extend employment offers.
• Generate and analyze reports to senior management on recruitment activities and status of successful candidates
• Day to day tracking on the orders and posting deadlines to recruiters.
• Maintain Quality work force selections.
• Generating reports Weekly, Quarterly, and Yearly on Mobilization v/s Visas etc.
• Forecast planning for Training centers in manpower supply countries.

Achievement:
•Working as part of Ramped - Riyadh Metro Project Team, my role is to manage internal and external recruitment campaigns (300 Campaigns in total)
•Act as Advisor and HR Representative on various Interview Panels (against the 400 roles I am managing)
•Desi

• Designs, develops and maintain the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps).
• Monitors and constantly reduces the costs of the recruitment process.
• Perform task and task analysis to document job requirements and objectives.
• Designs the selection matrix for choosing the optimum recruitment channel and recruitment source.
• Screen Candidates resumes and job applications.
• Monitor and apply HR recruiting best practices.
• Source and recruit candidates using databases, social media.
• Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates within schedule.
• Assess applicants’ relevant knowledge, skills, soft skills, experience and aptitudes.
• Monitors the labor legislation and implements required changes to keep the process compliant.
• Manages and develops the team of HR Recruiters.
• Builds a quality relationship with the internal customers and external recruitment agencies.
• Managing and booking visas for assigned clients. Agency Evaluation, negotiations and sign up contracts.
• Managing Agency Signed contracts.
• Agency Accreditation.
• Verification and authorize of agency invoicing. Agency invoice documentation & track.
• Quarterly review of agency performance and quality.
• Meeting and communicating with Embassies on updates and regulation changes.
• E-Wakalah Processing and allotting to agencies. New visas request from MOL.
• Verification of mandatory documentation from provisioning employees.
• Generating reports Weekly, Quarterly, and Yearly on Mobilization v/s Visas etc.
• Abide with agency contracts strictly by enforcing strict action on penalties for delay and poor quality supply of work force.
• Forecast planning for Training centers in manpower supply countries.
• Coordinating with Agency/Embassy/Employee family for any God forbidden death cases fo

• Administer compensation, benefits and performance management systems, and safety and recreation programs.
• Identify staff vacancies and recruit, interview and select applicants.
• Allocate human resources, ensuring appropriate matches between personnel.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Analyze training needs to design employee development, language training and health and safety programs.
• Conduct exit interviews to identify reasons for employee termination.
• Investigate and report on industrial accidents for insurance carriers.
• Negotiate bargaining agreements and help interpret labor contracts.
• Prepare personnel forecast to project employment needs.
• Prepare and follow budgets for personnel operations.
• Oversee the evaluation, classification and rating of occupations and job positions

• Organize and schedule meetings and appointments.
• Organize office operations and procedures.
• Coordinate with IT department on all office equipment.
• Manage executives’ schedules, calendars and appointments.
• Responsible for managing office services by ensuring office operations and procedures are organized, correspondences are controlled, filing systems are designed, supply requisitions are reviewed and approved and that clerical functions are properly assigned and monitored.
• Responsible for developing and implementing office policies by setting up procedures and standards to guide the operation of the office.
• Perform review and analysis of special projects and keep the management properly informed.
• Responsible for ensuring office financial objectives are met by preparing annual budget for the office, planning the expenditures, analyzing variances and carrying out necessary corrections that may arise.
• Design and implement filing systems.
• Analyze and monitor internal processes.
• Coordinate schedules, appointments and bookings.
• Maintain a safe and secure working environment.
• Maintains office efficiency by planning and implementing office systems, layouts, and equipment procurement.
• Completes operational requirements by scheduling and assigning employees; following up on work results.
• Keeps management informed by reviewing and analyzing special reports; summarizing information; identifying trends.
• Maintains office staff by recruiting, selecting, orienting, and training employees.
Maintains office staff job results by coaching, counseling, and disciplining employees; planning, monitoring, and appraising job results.

• Working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures.
• Promoting equality and diversity as part of the culture of the organization.
• Liaising with a wide range of people involved in policy areas such as staff performance and health and safety.
• Recruiting staff - this includes developing job descriptions and person specifications, preparing job adverts, checking application forms, short listing, interviewing and selecting candidates.
• Developing and implementing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
Preparing staff handbooks.
• Advising on pay and other remuneration issues, including promotion and benefits.
Undertaking regular salary reviews.
• Negotiating with staff and their representatives (for example, trade union officials) on issues relating to pay and conditions.
• Administering payroll and maintaining employee records.
• Interpreting and advising on employment law.
• Dealing with grievances and implementing disciplinary procedures.
Developing with line managers HR planning strategies which consider immediate and long-term staff requirements.
• Planning, and sometimes delivering, training, including inductions for new staff.
Analyzing training needs in conjunction with departmental managers.

• Administer compensation, benefits and performance management systems, and safety and recreation programs.
• Identify staff vacancies and recruit, interview and select applicants.
• Allocate human resources, ensuring appropriate matches between personnel.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.