Assistant Human Resources Manager

Roles and responsibilities

1. Recruitment and Staffing

• Talent Acquisition: Assist in the recruitment process by posting job vacancies, screening resumes, conducting initial interviews, and coordinating candidate assessments.
• Onboarding: Facilitate the onboarding process for new hires, including orientation, paperwork, and integration into the team.

2. Employee Relations

• Support Employee Engagement: Foster positive employee relations by addressing employee concerns, mediating conflicts, and promoting a positive workplace culture.
• Feedback Mechanisms: Implement employee feedback systems, such as surveys or focus groups, to gauge satisfaction and areas for improvement.

3. Performance Management

• Assist in Appraisals: Support the performance management process by coordinating performance reviews, providing feedback, and ensuring timely evaluations.
• Goal Setting: Assist managers in setting performance goals and objectives for employees.

4. Training and Development

• Training Coordination: Organize training and development programs for employees to enhance their skills and career growth.
• Learning Needs Assessment: Identify training needs through employee evaluations and feedback.

5. HR Policies and Compliance

• Policy Implementation: Assist in the development and implementation of HR policies and procedures, ensuring compliance with local labor laws and regulations.
• Documentation Management: Maintain accurate employee records, including contracts, performance appraisals, and disciplinary actions.

6. Compensation and Benefits

• Payroll Support: Assist in payroll processing and ensure that employee compensation is administered accurately and timely.
• Benefits Administration: Help manage employee benefits programs, including health insurance, retirement plans, and leave policies.

7. Data Management and Reporting

• HR Metrics: Track and analyze HR metrics, such as turnover rates and recruitment effectiveness, to support decision-making.
• Reporting: Prepare reports for senior management regarding HR activities, employee performance, and other relevant metrics.

8. Health and Safety

• Compliance Monitoring: Ensure compliance with health and safety regulations and promote a safe working environment.
• Wellness Programs: Assist in implementing employee wellness programs to promote health and well-being.

9. Cultural Awareness

• Cultural Sensitivity: Understand and respect the cultural dynamics of the Saudi workforce, promoting diversity and inclusion within the organization.

10. Administrative Support

• HR Administration: Provide administrative support to the HR department, including scheduling meetings, maintaining records, and managing HR files.
• Communication: Serve as a point of contact for employee inquiries regarding HR policies, procedures, and benefits.

11. Continuous Improvement

• Process Enhancement: Identify opportunities for improving HR processes and systems to enhance efficiency and effectiveness.
• Professional Development: Stay updated on HR trends and best practices to continuously improve knowledge and skills.

Desired candidate profile

1. Educational Background

• Degree in Human Resources or Related Field: A Bachelor’s degree in Human Resources Management, Business Administration, or a related field is required; a Master’s degree or professional certifications (e.g., CIPD, SHRM) is a plus.

2. Experience

• HR Experience: 3-5 years of experience in human resources roles, with a preference for experience in the Saudi market or regional companies.
• Familiarity with Local Labor Laws: Strong knowledge of Saudi labor laws, regulations, and cultural dynamics that influence HR practices.

3. Key Skills

• Interpersonal and Communication Skills: Excellent verbal and written communication skills, with the ability to engage effectively with employees at all levels.
• Conflict Resolution: Strong conflict resolution and negotiation skills to address employee grievances and foster a positive work environment.
• Organizational Skills: Highly organized with the ability to manage multiple tasks and priorities efficiently.

4. Technical Proficiency

• HR Software Proficiency: Familiarity with Human Resource Information Systems (HRIS) and applicant tracking systems (ATS) for effective data management.
• Microsoft Office Skills: Proficient in Microsoft Office Suite, especially Excel for data analysis and reporting.

5. Leadership Qualities

• Team Collaboration: Ability to work collaboratively with HR team members and other departments, fostering a spirit of teamwork.
• Supportive Leadership Style: Demonstrated ability to mentor and guide junior HR staff, contributing to their professional development.

6. Analytical and Problem-Solving Skills

• Data-Driven Decision Making: Ability to analyze HR metrics and data to support decision-making and improve HR processes.
• Critical Thinking: Strong problem-solving skills to address HR challenges and implement effective solutions.