• Maintenance of proper filing system for HR records and documents for Star Pharmacy staff members;
• Provide assistance in general administrative and operational matters;
• Research and retrieval of statistical data from internal and external sources to generate administrative and corporate reports and statistical data; 
• Draft various correspondence, Memorandums and reports from oral instructions, previous correspondence or other available information sources; 
• Ensuring full compliance of HR processes and records with company rules, regulations, policies and strategies; 
• Organization of recruitment processes for organizational needs including preparation of vacancy announcements, compiling matrixes, screening of candidates, and provision of advice on recruitment; 
• Assistance in the preparation of cost-recovery charges for HR/administrative services provided by the organization. 

• Managing the legal entity split of the exiting entity in to Damco, organization design, mapping, communication and roll out.
• Harmonising company specific polices and processes in consultation with regional hub (India)
• Support the development, and drive the achievement of the annual strategy taking into account business priorities of the new company and the global HR strategy 
• Deliver change programmes – deliver continuous organizational and productivity improvements 
• Measure organizational health through employee engagement survey and creating actions plans for low scoring areas
• Rolling out group initiatives in the local organization on talent, performance, Comp & ben as there were no local COE’s.

• Complied with the federal state and local legal requirements through the study of the existing and new legislation, anticipated legislation and supporting adherence to requirement. studied what is required as per the set laws, made it clear to all, and ensured that everyone adhered to the law.
• ensured departmental and organizational reputation through acceptance and implementation of new and different ideas. used to explore any given opportunity to add value to job accomplishments. this was essential as it moved the organization to another level as it was awarded for being the best healthcare facility in Fort Worth in March 2019.
• maintains employee-related databases. responsible for keeping employees person information like their names, adress among others and other work-related details like absenteeism, Duty rotas arrival, and departure time among others.
• prepared and analyzed reports essential in supporting the daily functions of the department. for instance, making sure that each department has the necessary resources and a conducive working environment to do their work effectively.
•  Prepares any [eriodic reports as assigned by the Human resource director. for instance, prepared pay reviews for all employees.
• Fully utilized human resource software to the company’s advantage.

• Maintains the work structure by updating job requirements and job descriptions for all positions;
• Completes human resource operational requirements by scheduling and assigning employees; following up on work results;
• Maintains human resource staff by recruiting, selecting, orienting, and training employees;
• Contributes to team effort by accomplishing related results as needed;

• Prepared or maintained employment records related to sites such as hiring, termination, leaves, transfers, or promotions.
• Risk management – responsible for in-house criminal activities like non-payment of hours and tempering with tracker systems, theft of machine parts and oils.
• Formalized operational and safety management systems, making sure mechanics are acquainted with health and safety and all operators are fit to operate allocated machinery. 
• Ensured that systems, policies and process disciplines are audited and correct action implemented – adherence to government by-laws eg OHS, First Aid, CPA etc.

• Handled questions, interpreted and administered contracts and helping resolve work-related problems of operators.
• Planned and conducted operator orientation to foster positive attitude toward organizational objectives.
• Identify staff vacancies and recruit, interview and select operator.
• Maintained records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Organized induction for operators working on the mine,health and safety programs.
• Overseeing the evaluation, classification and rating of occupations and job positions and preparing personnel forecast to project employment needs.
• Developed, administered and evaluated operator medical tests.

• Established a performance measurement structure by using MBO tool.
• Managed and supported a Safety team to conduct a workplace health and safety system with regard to Occupational Safety and Health Administration (OSHA) law and regulations.
• Cooperated and negotiated with Unions to develop employee welfare. 
• Managed a talent management and career succession plans to unlock employee potential and designed the reward schemes to motivate a high performance employees.
• Managed employees’ compensation and benefits program
• Established industry benchmarking on salaries to advocate competitive wage for employee retention. 
• Conducted training need analysis from annual appraisal exercise to identify and address gaps in employees’ competency skill and source for suitable training program to reach needs accordingly.

• WHS matters, from policies and procedures, to audits, risk assessments and control measures, liaising with Worksafe SA and interpreting codes of practice relevent to our business
• Complete process management for Return to Work cases – claim lodgement (or disputes), rehabilitation, return to work, or detachment 
• Represent RD Jones Group in industrial relations matters (also a member of the IR sub-committee hosted by Australian Hotels Association)
• Direct, coach and support performance management process
• Provide advice in relation to conflict resolution or mediate if appropriate
• Administer compensation, benefits and performance management systems
• Develop and maintain policies and proceudres in line with relevant industrial legislative requirements

• Implement the company’s quality management system 
• Ensure that the company’s quality management system is in conformance to the standards of ISO 9001
• Analyzed data, key performance indicators, expenses of the company to ensure excellent service provision and efficient cost management 
• Facilitate communication between the staff and the management through meetings and memorandums 
• Maintain and update organization information technology applications and network systems blueprints through coordination with the information technology department.

• Implementing and revising a company’s compensation program
• Developing, analyzing and updating the company’s evaluation program
• Developing, revising, and recommending personnel policies and procedures
• Maintaining and revising the company’s handbook on policies and procedures
• Performing benefits administration
• Maintaining affirmative action programs
• Overseeing recruitment efforts for all personnel, including writing and placing job ads

• Facilitated in hiring and developing job descriptions, processed incoming mails, and maintained computer systems by updating and entering data.
• Train and Develop 5S Auditors, to support productivity, efficiency and organization of the Organization. 
• Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software., refereeing disputes, firing employees, and administering disciplinary procedures.
• Attend Safety and Human Resource related training’s  

• Advise managers on organizational policy matters such as equal employment opportunity, sexual harassment, and recommend needed changes.
• Plan and coordinate the personnel training.
• Administer compensation, benefits and performance management systems. 
• Complete, verify, and process forms and documentation for administration of benefits such as unemployment and medical insurance.
• Process and issue employee paychecks and statements of earnings and deductions 
• Analyze training needs to develop new training programs or modify and improve existing programs.programs.
• Coordinate Safety Committee Meetings and training to ensure Safety Compliance.

• Talent acquisition drive to increase capacity by 400% within a period of 6 months to over 300 FTE’s. 
• Cost of hire reduced by 40% within the period with strong employer branding campaign.
• Hiring turnaround times for agent level reduced by 20% by upskilling the HR team of 4.
• Attrition reduced to a single digit from 20% at agent level with engagement drive and reward mechanisms.
• Setting up the HR function aligned to the corporate office and working with multiple stakeholders. 

•  Interfacing with management and heads of department for implementing HR policies & procedures in line with core organizational objectives 
• Managing the recruitment life-cycle for sourcing the best talent from diverse sources after identification of manpower requirements for new/existing departments. 
• Executing the entire gamut of task in recruitment encompassing sourcing, screening, selection, and appointment, etc. 
• Carrying out induction/orientation program to the new recruits • Updating all new staff details in HRMS (Human Resource Management System) 

• Develop or implement recruiting strategies to meet current or anticipated staffing needs.Interview job applicants to obtain information on work history, training, education, or job skills. 
• Maintaining the work structure by updating job requirements and job descriptions for all positions. 
• Maintains human resource staff by recruiting and selecting the employee. 
• Maintain historical human resource records by adding details of employees in the database. 

• Identify training and development needs.
•  Made reimbursement on sub-head office in Nairobi and Kampala, Uganda and Juba South Sudan submission of reports to board and donor  
• Negotiate bargaining agreements and help interpret labor contracts
• Contract with vendors to provide employee services, such as food service, transportation, or relocation service.et labor contracts.

• Analyse training needs to develop new training programs or modify and improve existing programs.
• Review and evaluate training and apprenticeship programs for compliance with government standards.
• Train instructors and supervisors in techniques and skills for training and dealing with employees.
• Develop and organise training manuals, multimedia visual aids, and other educational materials.
• Develop testing and evaluation procedures.
• Coordinate established courses with technical and professional courses provided by community schools and designate training procedures.