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| Company: |
Al Kobaisi Group |
 |
| Job Title: |
Personnel Manager |
| Job Category: |
HR/Recruitment |
| Job Location: |
Manama - Bahrain |
| Job Description: |
Duties and Responsibilities
Job Name : Personnel Manager
Reporting Channel : Managing Director
Position Objective
To assist in planning and to administer policies related to personnel activities and company policies and government regulations compliance in a manner that will optimize the company's worth, improve the worker's efficiency, help achieve the
company's vision and mission, and result in outstanding profitability.
Position Responsibilities
The personnel manager’s responsibilities include personnel management, governmental compliance, and other duties as assigned by management. The personnel manager will maintain a positive attitude that promotes team work within the company and all the companies in the Group and a favorable image to the public in general.
Personnel Management
Personnel management involves coordinating the governmental matters mainly concerning the regulations and policies of the Ministry of Labour and Ministry of Interior – Immigration Directorate like visa, residence permits, cpr, training fees, GOSI, and others; managing the recruiting process; conducting performance appraisals and outlining employee benefits and increments; coordinating employee training; implementing policies on employee retention and termination according to the Bahrain Labour Law; coordinating recordkeeping, proper filing, payroll review and updating personnel records; administering personnel policies; and to perform duties as required by the management.
Coordinating Governmental Matters
1. Ensure that all transactions related to work permits, visa, residence permits, cpr, GOSI and others are coordinated properly with the concerned Ministry office. Reports and status has to be reported to the management on regular basis.
2. Any fees to be made to any Ministry related to matters in Item 1 must be requested and processed by each division. Payment requests and supporting lists must be submitted and approved.
3. Ensure that all payments are made on time and avoid any penalty in order to speed up processes and minimize loss of funds.
Managing the Recruiting Process
1. Identify positions which are required to be filled, replaced or added.
2. Outline the qualification of the right applicant for each vacancy.
3. Post vacancies in newspapers, or coordinate with local or international recruitment agencies in order to receive CVs to choose from for the right applicant for the position.
4. Receive CVs, shorlist them, conduct telephone interview, background interview, personal interview and recommend to the management for final interview.
5. Ensure that a new employee signs an employment contract on or before starting the job and submits all the required documents from him like original passport and NOC or Release letter from previous sponsor for expatriate employees, passport, CPR and driving license copy (if available).
6. Plan and conduct new employee orientation within the first week on the job to foster understanding of and a willingness to work toward achieving the company's goals.
7. Review with department managers the compatibility of employees placed in new positions within the 1st to the 3rd month from the date of official duty of the new employee.
8. Check with department managers to ensure the proper training of new employees has been completed within the 1st week of recruitment.
Conducting Performance Appraisals and Outlining Employee Benefits and Increments
1. Create an effective employee Performance Appraisal forms for all job categories.
2. Ensure that each employee is being appraised by the right supervisor and department head, and that department heads are being appraised by their immediate supervisor.
3. Schedule regular Performance Appraisals and outline procedures in order to optimize and utilize Performance Appraisals as a management tool for granting employee benefits and increments.
4. Summarize and report to the management the result of the Performance Appraisal.
5. Recommend to the management for further steps based on the data collected from the Appraisal.
Coordinating Employee Training
1. Identify if employee training is required to be internal or requires outside sources for the required training.
2. Identify if employee training is dependent on new machinery or new technology or technique which requires upgrading of employee skills.
3. Identify if employee training is for the sake of enhancing employee skills to improve competencies of the employees in the market in order to maximize work efficiency and customer satisfaction.
4. Submit to the management a report about a training request or training requirement.
5. Coordinate training in the proper way from training budget preparation, conduct of the actual training, follow-ups and make sure that the training is effective and worthy.
6. Submit to the management a report of the training result.
Implementing Policies on Employee Retention and Termination according to the Bahrain Labour Law
1. Based on the Bahrain Labour Law, employee misconduct and misbehavior must be reprimanded properly at the right time.
2. Verbal and written warnings must be served to the employee and proper acknowledgment must be kept in the employee's file.
3. Notify employee misconduct to the department head or his supervisor in writing and submit to the management a report for every employee misconduct.
4. Implement a disciplinary action to the misbehaving employee if required.
5. Serve termination with the proper request or notice from the concerned division.
6. Represent the company with the company lawyer in the Ministry of Labour or the Judicial Court for any case concerning employees.
Coordinating Leave Processes, Recordkeeping, Proper Filing, Payroll Reviews and Updating Personnel Records
1. Ensure that all employee file are containing the required information of an employee like recruitment records, transfer records, leave benefits payment, social insurance records, Residence Permit record, CPR, Performance Appraisal records, memorandum, trainings and others.
2. Coordinate employee applications for leave, channel properly to the concerned division, do ticket booking and rebooking if necessary and reviews leave benefits for payment.
3. Update the record of the employee from time to time as to his salary, status and other information concerning the employee.
4. Call all payroll sheets to be submitted on time from each division, review monthly payroll and ensure that deductions or increments are properly applied.
Administering Personnel Policies
1. Research and update information relating to all personnel-related policies annually to ensure compliance with all laws and regulations.
2. Develop, monitor, and recommend changes where needed to improve company-wide personnel policies and employee recognition and motivation programs.
3. Coordinating safety programs, developing safety procedures, and assessing safety at work, emergency procedures and planning.
Perform Duties as Required by the Management
1. When it is deemed necessary to conduct duties within the framework of company operations and activities, the Personnel Manager has to undertake the designated task with the professionalism expected from him.
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| Skills Required: |
Administrative skills, Time & Record management skills, Employee Relation Skills, Employee Training Skills, Employee Recruitment & Evaluation Skills, HR Policymaking Skills, Computer Keyboarding, Computer Proficiency with Microsoft Office programs, Reporting |
| Language Requirements: |
English-Very GoodOther: Arabic - very good
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| Employment Type: |
Full Time
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| Yearly Salary: |
16000 USD
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| Posting Date: |
Aug 26 2006 |
| Education level required: |
College
|
| Experience (in years): |
3 to 5 Years |
| Company: |
Al Kobaisi Group |
| Contact Name: |
Al Kobaisi Group |
| Contact Phone: |
0097317732002 |
| Contact Fax: |
0097317732165 |
| Preferred Method of Contact: |
No Preference |
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| Jobseekers:74209 |
CVs:68411 |
Employers:8458 |
Jobs:19196 |
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Language:english |
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