|Date Posted:||Nov 3, 2010|
|Closing Date:||Nov 9, 2010|
|Number of Vacancies:||1|
|Functional Area:||Human Resources|
|Salary Range:||As per NTA salary scale policyUSD|
|Years of Experience:||Fresh|
|Contract Duration:||Not specified|
|Possibility of Contract Extension:||No|
About Khawar Kara Construction Company KKCC:
Khawar Kara construction Company (KKCC) is a construction company serving in Engineering Sector for constructing new Afghanistan and has been active From last Six years.
A human resources (HR) officer develops, recommends and implements policies relating to the effective use of personnel within an organisation.
HR/personnel work comprises a number of different but related policies, all of which are required by ECM. These cover areas such as working practices, recruitment, pay, conditions of employment and diversity.
HR officer is required to ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organisation's objectives.
Duties & Responsibilities:
As a human resources (HR) officer you must have a clear understanding of your organisationâ€™s business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. The exact nature of the work activities varies according to the organisation, but is likely to include:
-working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;
-promoting equality and diversity as part of the culture of the organisation;
-liaising with a wide range of organisations involved in areas such as race relations, disability, gender, age, religion and health and safety;
-to maintain and update all employees files;
-recruiting staff - this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates;
-developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
-advising on pay and other remuneration issues, including promotion and benefits;
-undertaking regular salary reviews;
-negotiating with staff and their representatives on issues relating to pay and conditions;
-administering payroll and maintaining records relating to staff;
-interpreting and advising on employment legislation;
-listening to grievances and implementing disciplinary procedures;
-developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels;
-planning and sometimes delivering training, including inductions for new staff;
-Analysing training needs in conjunction with departmental managers.
Bachelors in relevant field.
-Work requires willingness to work a flexible schedule.