JOB DESCRIPTION OF HUMAN RESOURSE MANAGER

Title:

Human Resources Manager

Job family:

Human resource

Department:

Job code:

11-3121.00

Report to:

Inter-department relationship
Date:

Vice President

Location:

Jeddah

23 October 2015

Summary
The Human Resources manager originates and leads Human Resources practices and
objectives that will provide an employee-oriented; high performance culture that
emphasizes empowerment, quality, productivity, and standards; goal attainment, and the
recruitment and ongoing development of a superior workforce. The Human Resources
manager is responsible for the development of processes and metrics that support the
achievement of the organization's business goals. The Human Resources manager
coordinates the implementation of people-related services, policies, and programs through
Human Resources staff; reports to the Vice President and assists and advises
company managers about Human Resources issues.

Scope and Impact of job

Maintains and enhances the organization's human resources by planning, implementing, and
evaluating employee relations and human resources policies, programs, and practices.

Primary responsibilities
1. Provide support to supervisors and staff to develop the skills and
capabilities of staff (45 %)
Ensure that accurate job descriptions are in place
Provide advice and assistance with writing job descriptions
Provide advice and assistance when conducting staff performance evaluations
Identify training and development opportunities
Organize staff training sessions, workshops and activities
Process employee requests for outside training while complying with policies and
procedures
Provide basic counseling to staff who have performance related obstacles
Provide advice and assistance in developing human resource plans
Provide staff orientations
Provide advice and assistance to staff and management on pay and benefits
systems
Access funding for training and write proposals
2. Monitor staff performance and attendance activities (30%)
Monitor daily attendance.
Investigate and understand causes for staff absences.
Recommend solutions to resolve chronic attendance difficulties.
Provide basic counseling to staff who have performance related obstacles.
Provide advice and recommendations on disciplinary actions.
Monitor scheduled absences such as holidays or travel and coordinate actions to
ensure the staff

absence has been adequately covered off to ensure continuity of services.

Inform affected staff or residents of unexpected absences from work and
coordinate actions ensuring
the continuity of services such as cancellation of events and locating keys.
Attend Council meetings to provide information, when necessary.

3. Coordinate staff recruitment and selection process in order to ensure a

timely organized and comprehensive procedure is used to hire staff (25%)
Provide advice and assistance to supervisors on staff recruitment.
Prepare notices and advertisements for vacant staff positions.
Schedule and organize interviews.
Participate in applicant interviews.
Conduct reference checks on possible candidates.
Prepare, develop and implement procedures and policies on staff recruitment.

Working Conditions
Human resources managers typically work 37.5 hours per week, Monday to Friday, although
some roles may involve weekend or evening work. Part-time hours, job shares, and
temporary contracts are often available, particularly in larger companies.
Human resources roles are largely office-based, although at times the job may require travel
to meetings held off-site, particularly if a company has more than one office. The role can be
quite stressful, particularly when there are staffing problems or disciplinary issues to deal
with, and human resources managers need to be able to remain calm and in control at all
times.

Tools and equipment

Tools used in this occupation:

Desktop computers

Stationary items

Notebook computers

Scanners

Personal computers

Surveillance video or audio

recorders

Technology used in this occupation:

Accounting software Accountants World Payroll Relief; Intuit QuickBooks software;

New World Systems Logos.NET; Sage Peachtree software

Document management software Atlas Business Solutions Staff Files; Microsoft

Office SharePoint Server MOSS; PDF readers; Win Ocular software

Enterprise resource planning ERP software Deltek Vision; Oracle PeopleSoft; SAP
software; Tyler Technologies MUNIS

Human resources software Human resource information system HRIS software;

Ultimate Software UltiPro Workplace; UniFocus Watson Human Resources Manager;
WhizLabs software

Time accounting software ADP Pay eXpert; Kronos Workforce Timekeeper; Soft Trac
Microix Timesheet; Stromberg Enterprise

Job Specifications

The qualifications required to be a human resources manager vary according to the

nature and size of the company. In general, employers require a good standard of
education (GCSES and A Levels) and a desire to work towards a related qualification.
The Certificate in HR Administration or the Certificate in Personnel Practice from the
Chartered Institute of Personnel and Development are both useful qualifications to
work towards.

Other relevant qualifications include a BTEC HNC/HND in human resource

management, business management, or even psychology. Some graduates with a
degree in a non-related subject choose to take a post-graduate qualification in human
resources management which, whilst not essential, can be an advantage for more
competitive human resources roles.

Required Knowledge and Experience

Knowledge and experience in employment law, compensation, organizational

planning, recruitment, organization development, employee relations,
safety, employee engagement, and employee development.
Better than average written and spoken communication skills.
Outstanding interpersonal relationship building and employee coaching skills.
Demonstrated ability to lead and develop HR department staff members.
Demonstrated ability to serve as a knowledgeable resource to the executive
management team that provides overall company leadership and direction.
Excellent computer skills in a Microsoft Windows environment. Must include
knowledge of Excel and skills in Human Resources Information Systems (HRIS).
General knowledge of various employment laws and practices and experience
working with a corporate employment law attorney.
Experience in the administration of benefits and compensation programs and other
Human Resources recognition and engagement programs and processes.
Evidence of the ability to practice and coach organization managers in the practice of
a high level of confidentiality.
Excellent organizational management skills