Main Duties and Responsibilities:

  STRATEGIC HUMAN RESOURCES LEADERSHIP:

• Collaborate closely with executive leadership to formulate and implement HR strategies contributing to the company's strategic direction.
  
• Utilize data-driven insights to forecast staffing requirements and devise comprehensive recruitment, onboarding, and talent retention plans.
  
• Ensure job descriptions are up to date and compliant with all company regulations.
  TALENT ACQUISITION AND RECRUITMENT:
  
• Oversee the end-to-end recruitment process, from defining role requirements to candidate selection and successful onboarding.
  
• Cultivate and maintain a robust talent pipeline through strategic sourcing, networking, and partnership development.
  
• Develop and maintain a refined recruitment approach, including compelling job descriptions, competency-based interviews, and final candidate evaluations.
  HIRING AND ONBOARDING:
  
• Prepare an offer letter and share it with the selected candidate.
  
• Collect the required documents and provide the company policy and HR handbook.
  
• Continuously follow up with new hires to ensure they are settling into their roles and receiving the required support to enhance effectively their integration with their team and work environment.
  
• Enhance job satisfaction and retention by investing in employee growth.
  EMPLOYEE RELATIONS AND ENGAGEMENT:
  
• Serve as a trusted advisor and mediator, adeptly addressing employee concerns, conflicts, and grievances with fairness and sensitivity.
  
• Foster a collaborative work culture by championing transparent communication, cross-functional cooperation, and timely recognition.
  
• Drive the creation and execution of innovative employee engagement initiatives that promote a sense of belonging and commitment.
  
• Investigate employee issues and conflicts and bring them to resolution.
  PERFORMANCE MANAGEMENT:
  
• Architect and administer a performance management framework incorporating clear goal-setting, regular evaluations, and ongoing feedback mechanisms.
  
• Provide strategic guidance to managers on addressing performance challenges, coaching opportunities, and professional development pathways.
  
• Maintain company charts and employee directory
  TRAINING AND PROFESSIONAL DEVELOPMENT:
  
• Identify skill gaps and knowledge needs within the workforce, conceptualizing and implementing impactful training programs that elevate employee competencies.
  
• Collaborate closely with department heads to ensure training initiatives align seamlessly with organizational objectives.
  
• Create a smooth onboarding process.
  COMPLIANCE AND POLICY ADHERENCE:
  
• Remain meticulously informed about evolving labor laws, regulations, and HR best practices to ensure the company's HR policies and practices remain scrupulously compliant.
  
• Develop, refine, and maintain HR policies and procedures that mitigate organizational risk and promote an equitable and inclusive work environment.
  COMPENSATION, BENEFITS, AND PAYROLL MANAGEMENT:
  
• Lead the design and execution of competitive compensation structures, encompassing salary reviews, incentives, and performance-related rewards.
  
• Oversee the administration of employee benefits programs, including social security, and leave entitlements.
  
• Oversee and deliver guidance on salary, related benefits, and social security entitlements. Determining and recommending benefits and entitlements for staff based on contractual status.
  
• Create a list of new hires and those who have left during the pay period and share this information with the labor office to ensure that the company's social security records are up to date.
  
• Collect the employee timesheets and compare them with the fingerprint database to ensure paying the correct salary.
  
• Developing working strategies and internal control methods to ensure the best management of benefits and entitlements.
  
• Certifies the monthly payrolls while ensuring the correctness of inputted payroll and data elements and appropriate authorization.
  HRIS AND DATA ANALYTICS:
  
• Maintaining statistical information and supervising the preparation of statistical and other reports related to the functions of the Human Resources Department.
  
• Responsible for the proper filing and maintenance of personnel records and files.
  
• Maintain and secure precise employee records using advanced HRIS tools.
  
• Leverage data analytics to extract insights into workforce trends, turnover rates, and engagement metrics, providing actionable recommendations for continuous improvement.
  CONTINUOUS IMPROVEMENT:
  
• Identify opportunities for process improvement in the Human Resources Department, recommending and implementing innovative solutions to enhance efficiency and employee satisfaction.
  
• Improve and update all policies and procedures related to the Human Resources Department after obtaining the required approval and ensuring the reflection of those changes taking place properly in the policies and sharing the changes with staff members.
  
  ADDITIONAL DUTIES:
  
• Support current and future business needs through the development, engagement, motivation, and preservation of human capital.
  
• Management reports and provides decision support through HR metrics.
  
• Check the list of expat employees and ensure that their residency renewal process is being followed up with the appropriate party. Additionally, coordinate with the lawyer's office to help facilitate their appointments.
  
• Prepare official correspondence as required.
  
• Participate in the implementation of specific projects, procedures, and guidelines to help align the workforce with the strategic goals of the company.
  

Requirements:

• Bachelor's degree in Human Resources Management, Business Administration, or a cognate discipline.
• A minimum of 2-3 years of satisfactory and proven working experience of progressive HR experience.
  
• Fluency in both oral and written communication in Kurdish, English, and Arabic.
  
• Strong knowledge of labor laws, regulations, and HR best practices.
  
• Excellent analytical skills, including interpreting data, summarizing findings, and contributing to reports.
  
• Exceptional interpersonal and communication skills.
  
• Proven ability to develop and execute HR strategies that align with the company's objectives.
  
• Verbal and written strong communication skills are necessary to interact effectively with management, staff, and other stakeholders, including the ability to present information to different target audiences clearly and concisely.
  
• Excellent Organizational Skills and the ability to multitask and prioritize responsibilities.
  
• Good decision-making, problem-solving, and adeptly identifying and resolving issues quickly and effectively.
  
• Good computer skills and familiarity with health records and documentation systems
  
• Ability to work under pressure and cope with a heavy workload.
  
• Flexibility: The incumbent may require occasional work during evenings, weekends, or holidays to ensure continuous Human Resources Services coverage.
  
• Possession of relevant professional HR certifications (e.g., SHRM-CP, PHR, SPHR) garners distinct preference.

Working Conditions:

6 days/week, 8 hours/day