-      Design and deliver OD strategies, processes and interventions.

-      Analyze root causes for organizational problems and recommend corrective actions.

-      Diagnose any problem in the company's existing organizational structures and recommend the restructure accordingly for better company performance.

-      Updating the organizational structure and functional levels in coordination with departmental managers to ensure the smooth performance of work within the various departments.

-      Prepare and analyses statistical performance appraisals reports, documents, database and dashboards within specific time-frame as requested by management.

-      Design Clear Job Analysis, by reviewing of roles and responsibilities and job descriptions.

-      Build up competence model job requirements and grading system of jobs.

-      Design succession plan framework to conduct potentiality tests, leadership assessments and CBI’s.

-      Develops talent management, leadership development and knowledge management initiatives that would support succession planning, Training & Development.

-      Work closely with business units’ heads and Department’s managers to set all KPIs and cascade them to all company departments, Sections & Positions.

-      Responsible for timely completion of performance management reviews and evaluations for all employees.

-      Develop, maintain and implement the competency framework to define required skills for jobs and conduct regular assessments to identify and address skill-gaps (core competencies, leadership competencies - functional competencies, behavioral competencies).

-      Implement periodical performance management reviews for all department on quarterly or Monthly basis in regards of competency and rating scales.

-      Identify training and development needs creating TNA, and implementing training plan with respect to the allocated approved budget.

-      Develop team building programs to ensure integrity and consistency between various teams, sectors, and department.

-      Develop performance management program and leadership development program to support organizational growth.

-      Develop change management program to support and implement new initiatives.

-      Advising executives and senior managers and recommending efficient and cost-effective solutions for identified challenges.

-      Performs other tasks assigned to him related to his work in order to achieve the objectives

• Processing new employees’ social insurance, termination, leave of absence, and other activities using appropriate forms.
• Creating and maintaining personnel records for each employee.
• Keeping records of work times and attendance, tracking employees’ absences (regular/ irregular), and sending legal warnings accordingly.
• Keeping records of personnel transactions such as hires, promotions, transfers, and terminations.
• Ensuring the company’s compliance with laws and regulations concerning personnel matters as well as presenting and issuing any necessary documents required by official authorities (e.g., labor and insurance offices).
• Being responsible for the employee database system as well as employment files.
• Assisting in the processing of monthly payrolls.
• Dealing with the Social Insurance and Labor Office to solve any issue or problem concerning employees.
• Following up with employee contracts, including their renewal and/or termination.

• Mainly OD, Recruitment, Training and good knowledge with all other HR aspects

• Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise
• Assist in development and implementation of human resource policies
• Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates
• Maintain employee files and records in electronic and paper form
• Recruit qualified talent regarding to manpower plan.