Senior Specialist Employee Life Cycle

Roles and responsibilities

Role Purpose: As Employee Life Cycle Specialist you will be responsible for the employees’ onboarding process. You will be the first point of contact for managers and employees regarding Onboarding queries. It will include collaboration with internal and external parties to ensure effective and up to date Human Capital service delivery. Support managers and employees to work within the HC service delivery module and encourage their use of self-service functionality within SuccessFactors

ROLE PROFILE

Onboarding Support: Provide support for the onboarding function for UAE and other countries, excluding Egypt.
Customer-Focused Service: Deliver customer-focused support and advisory service across the organization, aiming to achieve defined KPIs.
Candidate Assistance: Accurately respond to queries from candidates to be onboarded, escalating when necessary.
Customer Service: Understand and adjust support according to customer needs, proactively addressing root causes of queries.
SuccessFactors Onboarding: Handle SuccessFactors onboarding procedures, such as hiring, job changes, and employee information.
Data Accuracy: Ensure data accuracy in SuccessFactors for assigned tasks and accounts.
Payroll and Reporting: Perform payroll checks and data input. Provide Human Capital (HC) reporting.
Training and Management: Train new Human Capital Associates and manage the monthly tracker for relevant operating companies..
Recruitment and Onboarding:

Develop and implement recruitment strategies to attract top talent for various roles within the organization.
Manage the recruitment process, from job posting and interviewing to offer negotiation and hiring decisions.
Ensure a smooth onboarding process for new employees, including orientation, training, and integration into the company culture.
Provide support to new hires during their transition into the company, ensuring they have the resources needed to succeed.
Employee Development:

Design and implement training and development programs that support employee growth and skill enhancement.
Identify and address skill gaps, providing opportunities for employees to improve through workshops, seminars, or formal education.
Partner with managers to set performance goals, conduct regular performance reviews, and identify development opportunities.
Ensure that employees are aware of career progression paths within the organization and provide guidance on how to achieve their career goals.

Desired candidate profile

2-3 years’ experience in a HR services environment.
Graduate in a relevant/numerate discipline.
Familiar with HRIS
Excellent Communication skills
Strong Time Management skills
Ability to work under pressure and tough deadlines
Strong Communication Skills: Ability to communicate effectively with employees at all levels, offering clear guidance and support.
Problem-Solving: Ability to address employee issues, resolve conflicts, and improve processes.
Employee Engagement: Strong understanding of employee motivation, engagement strategies, and organizational culture.
Organizational Skills: Ability to manage multiple tasks and responsibilities efficiently.
Performance Management: Experience with designing and executing performance management processes and systems.
HR Software: Familiarity with HRIS (Human Resources Information Systems), performance management tools, and data analytics platforms.
Legal and Ethical Knowledge: In-depth understanding of labor laws, employment regulations, and ethical practices.
Data Analysis: Ability to analyze HR metrics and derive actionable insights from data.