Talent Acquisition 

1. Ensure that the recruitment process is carried out in an efficient and timely manner; in coordination with Dubai HQ.
2. Work closely with internal and external customers to solicit feedback and identify opportunities to improve existing services through increasing quality and/or reducing costs.
3. Maintain up-to-date knowledge of recruiting issues and trends, labor laws, and legislative initiatives.
4. Supervise manning; employees and staff of required professions, qualifications based on the plan approved by company’s management.
5. Determine current and perspective requirements in staff, contacts enterprises of similar sector and employment services, inform employees on available vacancies, use mass media for placing advertisements on hiring employees.
6. Run sorting, selection and staff deployment based on evaluation of their qualification, personal and business qualities, control the right engagement of staff in departments.
7. Ensure composition of specified reporting on manpower recording and human resources management.
8. Elaborate forecasts, identify perspective and current needs in staff.
9. Provide advice to Department heads on the matters of clarification of Turkmenistan Labour Law.
10. Plan for keeping personnel records, and storage of the required documents and employment record books, supervise keeping records of persons liable for military service (duty lists, reservists) in accordance with the established procedure.
11. Arrange for an assessment of an employee’s personal profile and promotion motivation, participate in the work of examination and certification committee and prepare the required documents in accordance with their resolutions.
12. Assist in preparing the company Policies and Procedures.

1. Review the requisition forms raised by department/section heads on staff recruitment, employment status change, introduction of new positions and salary change.
2. Review and sign Interview Assessment Forms of the newly employed staff.
3. Review and sign the internal HR memorandums; as required.
4. Ensure that HR decisions comply with the Labour legislation and confirm by endorsing documents (HR/employment/payment issues).
5. Responsible for the legality of the issued decisions and memorandums.
6. Strictly follow all the requirements of the Company HSE rules, policies and regulations.
7. Comply with the Local and International HSE Rules and Regulations.
8. Approach departments with respect to information and documents required for fulfillment of job responsibilities – applications, letters of explanation, timesheets and other documents.
9. Assist in preparing the yearly Manpower budget and cost control.

Employee Relations & Compensation

1. Supervise HR issues pertaining to employment, dismissals, transfers, disciplinary actions, etc. as required by operations to ensure the observance of Turkmen Labour Law.
2. Arrange due documentation of hiring, transfer and dismissal of employees under the labor legislation, provisions following the directions of Human Capital Manager.
3. Keep records, issue certificates on present & previous labor activity of employees, storage and filling out labor books.
4. Run relevant documentation on workforce and prepare materials for putting personnel forward for incentives & awards.
5. Organize time-keeping, prepare and execute leave schedules, control over labor discipline in departments and observance of the code of conduct by employees, conduct analysis of fluidity causes.
6. Develop activities on strengthening labor discipline, decrease of employees’ turnover & delays, monitor employee’s performance.
7. Participate in the elaboration of HR system and integrated assessment and results of their activity including preparation of proposals on improvement of personnel appraisals and issue of recommendations by assessment committees.
8. Determine the list of experts entitled to regular appraisal and reappraisal.
9. Carry out methodological work on creation of reserves for promotion based on Organizational forms like planning business career, training of candidates for further promotion under individual plans, rotational shifting of supervisors and experts, special training courses, onsite training on pertinent positions.
10. Carry out organizational supervision and coordination of HR Specialist and coordinators activities, controls execution by supervisors of legislative acts and decrees of the government, orders following the directions of Human Capital Manager.
11. Administer Department’s employees.
12. Prepare and submit to the accountant’s office documents required for timely and correct payment of salary – internal memoranda, timesheets, sick-leaves certificates, etc.
13. Provide advice to managers of all levels on any personnel issues, communicate information on HR issues and important decisions in the area of HR to all employees, in a timely and workmanlike manner.
14. Administer lodged complaints and applications pertaining to personnel administration and prepare appropriate proposals to ensure proper handling of HR issues by all departments and promote employee’s awareness of the company’s HR policies.
15. Review complaints and applications from the company employees; give advice based on the Turkmen laws and the company internal policies.
16. Oversee the personnel administration activities of departmental supervisors and eliminate the infringements, if any.
17. Ensure Social Guarantees to employees, compliance with employment procedure and requalification of discharged employees by means of providing fixed benefits and compensations.

Reports: Provide reports to Human Capital Manager and Dragon Oil management according to established schedule and formats.

1. Prepare weekly, monthly and quarterly reports on recruitment activities.
2. Provide reports to Human Capital Manager and Dragon Oil management according to established schedule and formats.
3. Track and report on recruitment Key Performance Indicators (KPI).

 Recurring supervisory activities: Carry out customary supervisory responsibilities.

1. Provide guidance to employees seeking advice pertaining to personnel as well as Company related matters.
2. Appraise employee performance.
3. Approve Employee Leaves and other routine activities.

Coaching, Training and Mentoring: Actively contribute to the development of staff.

1. Support department staff in meeting needs for employee training, development and skill gap closure.
2. Coach employees in order to build their knowledge and skills.
3. Mentor staff to ensure appropriate succession management.
4. Motivate employees by encouraging, recognizing and rewarding superior performance