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Samira ABDERRAHIM

COURBEVOIE

En résumé

Future expatriée au Nigéria

Informations complémentaires:
Langues :
Anglais : Courant

Arabe : Bilingue

Coréen : notion (INALCO, Paris 2006)

Bureautique :
Maîtrise Pack Office, utilisation d'Access.
Logiciels de paie : SAGE/SAARI, IDAP V6.

Mes compétences :
Analysis
Consultant
consultant en recrutement
Formation
Gestion administrative
Gestion des compétences
human resources
job analysis
Microsoft Project
Outplacement
Recruitment
Recrutement
Ressources humaines
Surveys
Training

Entreprises

  • TOTAL E&P Nigeria Limited - HR Coordinator

    COURBEVOIE 2006 - maintenant Ofon Field is located at 46km of Port-Hartcourt Coast. The key objectives of the OFON phase 2 project are to modify the existing installations in order to stop gas flaring, to deliver gas, to increase production from approximately 50.000 Bl/d to about 100.000 Bl/d. This work consists in installing 3 news Wellheads Plateform, a Production Plateform, a living quarter and 3 bridges connecting to the equipment.

    To assist the Project Control Manager in the organization, communication, human resources activities in the Project.
    1 - In charge of the recruitment of Engineering, Construction, Procurement & Services Team, Consequently, of the preparation of the candidate’s selection dossiers:
    - Verify that the position exists, that the Job description is prepared and that the demand of mobilisation is in line with the Mobilisation Plan.
    - Verify the coherence of the job description with the standard form, update it if necessary, and with similar position in the organization.
    - Issue Call For Tenders (CFT): prepare bidders list, relevant contract type, regarding the geographical localisation. Issue and follow up of the CFT. Organize and attend interviews.
    - Consolidate the Recommendation given by the technical staff, the comparison table and pass to the Contract’s Department.
    2 - Prepare and maintain organization chart, consolidate the packages organization charts and issue organization chart per activity phase
    3 - Update on a monthly basis the mobilisation plan, revise personnel budget estimation for 2008.
    4 - Write personnel administration procedures: Personnel On Board (POB) procedure, Condition for Contracted Personnel in South Korea, Logistic procedure…
    5 - Prepare the reporting of HR activities; on a weekly basis.
    6 - File the HR related documents according the document filing system.
    7 - Is in charge of the follow up of all human resources related information, shall coordinate with cost control and contract section.
  • ADIA - Recruiter

    Villeurbanne 2006 - 2006 I’m continually looking for new candidates in the following areas:
    -Construction Industry
    -Metallurgy industry
    -Supermarkets…
    • Recruited builders, building engine drivers, electricians, foreman, responsible for production, sales assistant positions with 2-3 years of experiences on up.
    • Sourced and screened candidates.
    Recruitment skills:
    • Definition of the required profile with the customer, according to his needs.
    • Pre-selection and selection process, as well as conducting Interviews.
    • Drafting maintenance reports.
    • Presentation of short list to customers.
    • Follow up of candidates until their integration with the client.
  • SNCF - HR Consultant

    2004 - 2005 Participation in various HR projects within a team of consultants: served on global compensation job evaluation committee, detected training employees’s needs.
    Recruitment skills:
    • Conducted a job analysis.
    • Identified the data contained in a job description.
    • Writing a job description.
    Training and developing skills:
    • Detected training employees’s needs.
    • Contributed to define qualification needed.
    Compensation skills:
    • Defined competences and qualifications.
    • Job evaluations (Hay based system) and Compensation Surveys & Analysis.
    • Contributed to improve job performance.
  • SNCF - Project leader

    2002 - 2002 Participation in a problematic’s company: competences and qualifications transfer after the papy-boom
    • Internal and external benchmarking to know and do use the good practices.
    • Analysis of the solutions in other companies.
    • Conducted investigation interviews.
    • Writing a plan of actions to come with the change.
  • SNCF - Payroll Administrator

    2001 - 2001 • Administrated payroll for about 60 to 90 employees peer month.
    • maintained employee personal files and benefits

Formations

Réseau