PHRi

Professional in HR International

→ Use HR metrics and prepare reports to analyze HR issues (for example, the number of employees hired and those who left, employee turnover, the cost per employee and budgets)
→ Format and maintain organization charts
→ Maintain, file and process HR forms (for example, notices, announcements, new hire forms and salary forms)
→ Make sure the organization follows legal and industry regulations
→ Maintain human resource information systems (HRIS) data and employee files (for example, make sure data is updated and correct)
→ Stay updated on new business trends
→ Answer or refer questions from employees as the first level of support
→ Work with external providers of HR services (for example, external recruiters, training providers, benefit providers)
→ Monitor projects and suggest improvements (for example, ways to recruit better applicants; resources for internal and external training; ways to improve insurance, benefits, or compensation plans)
→ Assist managers in updating standard job descriptions in order to match any changes in job Requirements and decisions.

→ Manage the process to request jobs (for example, make sure requisitions are approved , get approval for the number of positions to be filled, monitor open positions)
→ Support managers in developing job descriptions and keep records of job requirements
→ Provide contact between recruiters and hiring managers (for example, prepare job listings, share appropriate information with the hiring manager and recruiter)
→ Announce job openings within the organization
→ Identify ways to find new hires (for example, advertisements and web sites)
→ Choose a group of potential applicants for managers to interview (for example, read resumes and conduct phone interviews)
→ Scheduling interviews with managers and applicants
→ Answer questions from job applicants
→ Interview job candidates
→ Promote the organization to potential applicants (for example, attend job or career fairs, recruit at colleges and universities)
→ Organize assessments of applicants (for example, schedule and score assessments, share results)
→ Coordinate the final selection process (for example, schedule interviews with managers, check references)
→ Coordinate the employment offer (for example, start date, salary, benefits)
→ Prepare for the new hire’s arrival (for example, get identification documents and required forms, set up email address)
→ Manage database of applicants (for example, track the sources of applicants and the results of the recruiting and selection process, decide where to store information about candidates for possible future employment)
→ Report recruiting metrics (for example, the number of applications received, the number of candidates interviewed, the number of applicants hired)
→ Coordinate orientations for new employees (for example, discuss the company’s expectations for the position, review the employee handbook, explain the benefit plans)