Job Description

Roles & Responsibilities

1. Recruitment & Talent Acquisition

• Manage the complete recruitment lifecycle from manpower planning to onboarding.
• Understand business requirements and develop appropriate recruitment strategies.
• Source candidates through LinkedIn, recruitment portals, agencies, referrals, and professional networks.
• Screen CVs, conduct initial interviews, coordinate technical/management interviews, and manage candidate follow-ups.
• Support recruitment for positions across Dubai, Middle East, Africa, India, and other international markets.
• Develop and maintain a strong talent pipeline for current and future business requirements.
• Prepare and update Job Descriptions in coordination with department heads.

2. HR Operations & Employee Lifecycle

• Manage employee onboarding, documentation, probation, confirmation, transfers, promotions, and exits.
• Maintain accurate and confidential employee records.
• Ensure timely completion of joining formalities and HR documentation.
• Manage employee attendance, leave, WFH, and other HR-related records.
• Prepare HR reports, employee trackers, and management dashboards.
• Coordinate with relevant departments regarding employee-related administrative requirements.

3. UAE HR Administration & Compliance

• Ensure HR processes are aligned with applicable UAE labour laws and employment regulations.
• Maintain proper employee documentation and support visa, Emirates ID, insurance, and related employee processes in coordination with relevant stakeholders.
• Coordinate with PRO/admin teams for employee documentation and government-related requirements where applicable.
• Keep the company updated on relevant changes in UAE employment regulations and HR practices.

4. Payroll & Compensation

• Coordinate monthly payroll activities with the Finance team.
• Verify attendance, leave, salary adjustments, deductions, incentives, and other payroll inputs.
• Maintain salary and compensation records with appropriate confidentiality.
• Support preparation of salary structures, offer letters, increments, and compensation-related documentation.
• Coordinate with Finance to ensure accurate and timely salary processing.

5. Performance Management

• Support implementation and monitoring of employee KPIs and performance objectives.
• Coordinate probation reviews, annual performance evaluations, and performance improvement processes.
• Work with managers to identify performance gaps and development requirements.
• Support the development of performance-driven HR practices.

6. Employee Relations & Engagement

• Act as a point of contact for employee HR-related queries and concerns.
• Promote a professional, respectful, and positive workplace environment.
• Address employee grievances and workplace issues in a fair and structured manner.
• Support employee engagement initiatives, recognition programs, celebrations, and internal communications.
• Maintain appropriate confidentiality when handling sensitive employee matters.

7. HR Policies & Process Development

• Develop, implement, and periodically review HR policies, procedures, and guidelines.
• Standardize HR processes across different business functions and locations where required.
• Identify opportunities to improve HR efficiency through technology and automation.
• Maintain HR documentation, templates, trackers, and standard operating procedures.

8. Learning & Development

• Identify employee training and development requirements.
• Coordinate internal and external training programs.
• Support employee career development and succession planning initiatives.
• Maintain training records and evaluate training effectiveness.

9. International HR Support

• Support HR requirements associated with Silverline Ventura's expansion across Africa, the Middle East, India, and other international markets.
• Assist management with workforce planning for new markets and business units.
• Coordinate recruitment and onboarding requirements for international teams.
• Support the development of standardized HR practices while considering local employment requirements.
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Job Description

Roles & Responsibilities

1. Recruitment & Talent Acquisition

• Manage the complete recruitment lifecycle from manpower planning to onboarding.
• Understand business requirements and develop appropriate recruitment strategies.
• Source candidates through LinkedIn, recruitment portals, agencies, referrals, and professional networks.
• Screen CVs, conduct initial interviews, coordinate technical/management interviews, and manage candidate follow-ups.
• Support recruitment for positions across Dubai, Middle East, Africa, India, and other international markets.
• Develop and maintain a strong talent pipeline for current and future business requirements.
• Prepare and update Job Descriptions in coordination with department heads.

2. HR Operations & Employee Lifecycle

• Manage employee onboarding, documentation, probation, confirmation, transfers, promotions, and exits.
• Maintain accurate and confidential employee records.
• Ensure timely completion of joining formalities and HR documentation.
• Manage employee attendance, leave, WFH, and other HR-related records.
• Prepare HR reports, employee trackers, and management dashboards.
• Coordinate with relevant departments regarding employee-related administrative requirements.

3. UAE HR Administration & Compliance

• Ensure HR processes are aligned with applicable UAE labour laws and employment regulations.
• Maintain proper employee documentation and support visa, Emirates ID, insurance, and related employee processes in coordination with relevant stakeholders.
• Coordinate with PRO/admin teams for employee documentation and government-related requirements where applicable.
• Keep the company updated on relevant changes in UAE employment regulations and HR practices.

4. Payroll & Compensation

• Coordinate monthly payroll activities with the Finance team.
• Verify attendance, leave, salary adjustments, deductions, incentives, and other payroll inputs.
• Maintain salary and compensation records with appropriate confidentiality.
• Support preparation of salary structures, offer letters, increments, and compensation-related documentation.
• Coordinate with Finance to ensure accurate and timely salary processing.

5. Performance Management

• Support implementation and monitoring of employee KPIs and performance objectives.
• Coordinate probation reviews, annual performance evaluations, and performance improvement processes.
• Work with managers to identify performance gaps and development requirements.
• Support the development of performance-driven HR practices.

6. Employee Relations & Engagement

• Act as a point of contact for employee HR-related queries and concerns.
• Promote a professional, respectful, and positive workplace environment.
• Address employee grievances and workplace issues in a fair and structured manner.
• Support employee engagement initiatives, recognition programs, celebrations, and internal communications.
• Maintain appropriate confidentiality when handling sensitive employee matters.

7. HR Policies & Process Development

• Develop, implement, and periodically review HR policies, procedures, and guidelines.
• Standardize HR processes across different business functions and locations where required.
• Identify opportunities to improve HR efficiency through technology and automation.
• Maintain HR documentation, templates, trackers, and standard operating procedures.

8. Learning & Development

• Identify employee training and development requirements.
• Coordinate internal and external training programs.
• Support employee career development and succession planning initiatives.
• Maintain training records and evaluate training effectiveness.

9. International HR Support

• Support HR requirements associated with Silverline Ventura's expansion across Africa, the Middle East, India, and other international markets.
• Assist management with workforce planning for new markets and business units.
• Coordinate recruitment and onboarding requirements for international teams.
• Support the development of standardized HR practices while considering local employment requirements.
•