HR & Admin Head

  • الراتب:
    قابل للتفاوض
  • نوع الوظيفة:
    دوام كامل
  • تاريخ النشر:
    شهرين مضت
  • التصنيف:
    وظائف الموارد البشرية
  • آخر موعد للتقدم:
  • اللغات:
    العربية, الانجليزية
  • الجنس:

Job Objective

The goal of this role is to provide support to Wave Two Team Members and managers. The HR & Admin Head will perform HR Operational, Payroll and Personnel activities under the direction of the GM. He will be the first contact and responsible for Personnel files, Payroll, Leave, Business trips, Employee benefits, Medical insurances, Time managements, HR Reporting, Performance Management, Learning & Development, Compensation Benchmarking, Policy & Guidelines update, and other HR & Admin operations in coordination with the GM.


Bachelor’s degree in Business administration/ Human Resources & Administration or equivalent. HR-related certification is a plus.


Minimum of 5 years of experience in HR & Admin.

Experienced practitioner able to work unsupervised. Experience of supervising and directing people and other resources to achieve specific end results within limited timeframes.

Key Responsibilities/Duties

Policy Development & Implementation: Work within established procedures to achieve specified goals.

HR Frameworks and Tools: Contribute to the drafting of HR frameworks and tools within an area of expertise, ensuring compliance with specified design principles, internal policies, and external legal requirements.

Information and Business Advice: Resolve queries from internal or external customers or suppliers by providing information on complex processes and the related policies, referring to others where necessary for interpretation of policy.

HR Data Analytics and Insights: Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.

Employee Relations Case Management: Provide advice and guidance to managers in developing, documenting, and communicating solutions (including disciplinary action) for individual Employee Relations cases; support managers at formal hearings.

HR Data Management: Carry out complex HR data processing tasks; advise colleagues when needed and use expertise to help improve data collection tools and administration processes.

Personal Capability Building: Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation where relevant to improve performance and fulfil personal potential. Maintain an understanding of relevant technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.

Internal Client Relationship Management: Build effective working relationships within the internal client organization, delivering high-quality professional services with guidance from senior colleagues.

Payroll Administration: Deliver accurate and timely processing of payroll; input and maintain payroll data; check payrolls for accuracy prior to submission; prepare complex manual payments when required; complete financial reconciliations.

Technical Competencies

Verbal Communication: Uses clear and effective verbal communications skills without supervision and provides technical guidance when required on expressing ideas, requesting actions and formulating plans or policies.

Policy and procedures: Works without supervision and provides technical guidance when required on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.

Planning and Organizing: Works without supervision and provides technical guidance when required on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.

Employee Relations: Works without supervision and provides technical guidance when required on making sure that the organization manages its employee relations within a clear framework that embodies corporate values and policies, while also complying with all legal requirements.

Policy and Regulation: Works without supervision and provides technical guidance when required on interpreting and applying knowledge of laws, regulations and policies in area of expertise.

Computer skills: Supports business processes without supervision by understanding and effectively using standard office equipment and standard software packages, while providing technical guidance as needed.

Payroll Management: Works without supervision and provides technical guidance when required on implementing and managing a payroll system.

Review and Reporting: Works with guidance (but not constant supervision) to review and create relevant, lucid and effective reports.


Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.

Interpret and explain human resources policies, procedures, laws, standards, or regulations.

Hire employees and process hiring-related paperwork.

Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.

Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.

Schedule or conduct new employee orientations.

Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.

Confer with management to develop or implement personnel policies or procedures.

Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.

Review employment applications and job orders to match applicants with job requirements.

Conduct reference or background checks on job applicants.

Conduct exit interviews and ensure that necessary employment termination paperwork is completed.

Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.

Provide management with information or training related to interviewing, performance appraisals, counselling techniques, or documentation of performance issues.

Contact job applicants to inform them of the status of their applications.

Interview job applicants to obtain information on work history, training, education, or job skills.

Develop or implement recruiting strategies to meet current or anticipated staffing needs.

Analyse employment-related data and prepare required reports.

Advise management on organizing, preparing, or implementing recruiting or retention programs.

Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.

Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.

Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.

Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.

Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.

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