Hi, Mohamed.
Generally, HR does not ask candidates technical questions until the HR professional is from the same field or knows the job inside out. So, I cannot really help you with the technical side of it.
However, when it comes to non-technical questions, HR aims to understand the attitude and makeup of the person. Common questions can be:
1) What challenges do you think your previous job involved, and what satisfaction did your job give you?
2) We are considering several candidates. What makes you unique?
3) What are your expectations of us as an employer?
4) Why should we hire you?
5) Describe a time when you were faced with a difficult situation that demonstrated your ability to deal with it.
6) Tell us about a time when you had a number of conflicting priorities and were required to prioritize your tasks.
7) Give me an example of a time when you had to deal with a conflict with a work colleague or a customer.
8) Please tell me about a time you had to make a quick decision.
9) Tell us about a situation where you wish you had acted differently with someone in a work situation. What happened? What did you do?
10) A co-worker has unfairly criticized your judgment several times and has obviously been talking to others in the team about this. What would you do?
These questions are a mix of behavioral or situational questions. Moreover, situational questions are appropriate for experienced candidates.
In a technical profile, generally, knowledge and stability are tested. So, the questions must be designed keeping in mind the job profile.
The knowledge part can be entrusted to operations, but HR needs to check on the stability issue.
I don't know what you want exactly, so I have given you a brief outline of it. If you need any other clarification, I shall be glad to assist further.
Regards,
VANI