HR/Admin Technical Officer

Generic responsibilities :
1-Ensure compliance with NRC policies, guidelines and standards
2-Ensure compliance with HR strategy, tools, handbooks, guidelines and standards
3-Prepare and develop status reports as required by management
4-Ensure proper filing of documents and securing all HR supporting documents
5-Support line manager in procedures and require support team trainings
6-Contribute to the development and implementation of HR systems
7-Organize and deliver activities in line with strategy and standards
8-Develop and maintain constructive and cooperative working relationships with colleagues and management
9-Any other assignment as may be required by the Management

Specific responsibilities

1-Recruitment:
a. Consolidate data from recruitment requests and master budget, then Initiating recruitment plan.
b. Verifying and processing recruitment requests in coordination with the hiring manager.
c. Leading start-up meetings, verifying selection criteria and short-listing.
d. Leading interviews and tests process, verifying reference check and preparing offers.
e. Support the induction process for new hires.
f. Verifying recruitment reports, and initiate a monthly status report.
g. Follow-up all pending and stalled recruitment processes and initiate improvement plans to accelerate the process.
h. Support in delivering awareness and training sessions on recruitment policy and procedures to hiring managers. 

2-Compensations & Benefits:
a. Initiate new staff contracts and management of contracts renewals.
b. Manage payroll process on a monthly basis.
c. Manage all staff benefits (included but not limited to insurance, overtime, leaves, etc.)
d. Manage and track different types of insurance and social security transactions, employment certificates, and all official documents related to C&B.
e. Lead exit process for departing staff (including exit interview and analysis reports) and initiate mitigation strategies to reduce turnover.
f. Analysing all compensation and benefits related data and initiating mitigation strategies.

3-HRIS (NRC People) management:    
a. Manage HR archive (Softcopies, hardcopies, and Database), specify the mandatory documents, and b. follow-up collection of the missing documents.
b. Ensure NRC People system is up to date and accurate
c. Submit reports as required 

4-Capacity Building:
a. Follow-up Performance Management submission.
b. Develop and implementation of Training Plan.
c. Support in running the annual Training Needs Analysis, consolidate analysis outcomes, then initiating training and development plan,
d. Verifying training requests after matching it with the staff development plan.
e. Deliver training and awareness sessions as per agreed plan.
f. Support in sourcing training opportunities and trainers, technical assessment, and analysing attendees' feedback.
g. Analysing both Performance and Training data and initiating mitigation plan to improve process.

5-Support the HR/Admin department in other areas during staff absence and leaves.