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HR Analyst

1 week ago

Dubai, Dubai, United Arab Emirates Al-Futtaim Full time
Roles and responsibilities

To provide operational support forall the new hire processes including On-boarding queries,Coordination/communication with new joiner, Process the documentsfor government formalities, Co-ordinate joining formalities booking e – ticket and corporate Induction. etc.,advice on policy and labor law etc. in collaboration withLM's, HRBPs and different stakeholders across MENACountries under Al FuttaimGroup

What You WillDo

  • CaseManagement/ Resolution (Measurement: Service Level Agreement/ TurnAround Time)
  • Customer Focus / Collaboration(Measurement: Survey / Customer / StakeholderFeedback)
  • Data Integrity (Measurement: Qualitycheck/ Maintain Confidentiality/ SAPEntries)
  • Service Excellence / Teamwork(Measurement: Continuous Improvement/ Initiatives/ InfoSharing)
  • Operational Excellence (Measurement:Work in Progress Report/ Timely escalations/ Tracker updates / Caseclosures /Knowledge of Policies/procedures)

Required Skills To BeSuccessful

  • Problem Solving and trouble shootingskills
  • Attention to detail and good decisionmaking skills
  • Excellent Communication Skills(Arabic language a plus)

What Equips You ForThe Role

  • Bachelor's degree orequivalent in HR, Business, Management orTechnology
  • CIPD or similar qualification aplus
  • 2 - 3 years' experience as HRGeneralist in UAE or GCC with 2 - 3 years' experience insupporting SAP HR Module or similarERP
  • Proficiency with PC applications includingWord, Excel, PowerPoint &Outlook
  • Multi-tasking experience in afast-paced environment, completing work tasks with speed andaccuracy in a detailed workenvironment.
  • Experience in a Shared Servicesenvironment a plus and experience in a common help desk tool suchas Salesforce is a plus
  • Good Knowledge of UAELabor Law.
Desired candidate profile

.Data Collection andManagement

  • CollectingHR Data: Gathering and managing various HR data,such as employee performance, turnover rates, compensation, andbenefits data.
  • MaintainingDatabases: Ensuring the accurate and up-to-dateentry of HR-related data into HR management systems (HRMS) orspreadsheets.
  • Data QualityAssurance: Ensuring that HR data is accurate,consistent, and reliable by performing regular checks andaudits.

2. HR MetricsandReporting

  • AnalyzingHR Metrics: Collecting, analyzing, and interpretingHR-related metrics such as employee retention, recruitment success,absenteeism, and trainingeffectiveness.
  • CreatingReports: Generating regular reports on HRperformance metrics to help leadership understand trends and areasfor improvement.
  • Dashboards andVisualizations: Designing and developing dashboardsand data visualizations to make HR data more accessible andactionable for decision-makers.

3.Workforce Planning andAnalysis

  • LaborMarket Analysis: Analyzing labor market trends toidentify staffing needs, compensation trends, and skills gapswithin theorganization.
  • ForecastingWorkforce Needs: Using data to predict futureworkforce requirements based on business goals, turnover rates, andother factors.
  • Identifying SkillsGaps: Analyzing current workforce capabilities andidentifying areas where training or recruitment may be necessary tomeet organizational goals.

4.Recruitment and StaffingAnalysis

  • RecruitmentData Analysis: Analyzing recruitment processes andoutcomes, such as time-to-hire, cost-per-hire, and candidatequality, to improve hiringstrategies.
  • RecruitmentMetrics: Tracking the effectiveness of recruitingchannels (e.g., job boards, recruitment agencies) and recommendingadjustments based onperformance.
  • Diversity andInclusion Metrics: Tracking diversity metrics duringthe recruitment process to ensure the organization is meetingdiversity and inclusion goals.

5.Employee Engagement andSatisfaction

  • ConductingSurveys and Polls: Designing and administeringemployee surveys, such as engagement surveys or satisfactionsurveys, to gatherfeedback.
  • Analyzing EmployeeFeedback: Interpreting survey results, identifyingtrends in employee engagement, satisfaction, and morale, andreporting findings to HRleaders.
  • RecommendingInitiatives: Proposing initiatives based on surveydata to enhance employee engagement, retention, and workplaceculture.
Key Skills
Human Resource Business Partners,HumanSciences,Human Resource Management
EmploymentType : Full-time
Department /Functional Area: Human Resources (HR)
Experience: years
Gender: Male
Vacancy: 1