HR Generalist

Job Description

1. Recruitement and placement of operations and field-based employees

• Process and monitor all recruitment requests or requirements for office based employees in an effective, efficient and timely manner
• Establish a recruitment, testing and interview program
• Prepare and ensure accurate employment contracts
• Maintain up-to-date recruitment report, talent database and all related staffing communications
• Conceptualize and improve recruitment test and evaluation of applicants’ capability on the job
• Project annual recruitment expenditures for budgetary consideration and control

2. Record Management

• Maintain up-to-date 201 files (hard and soft copies)
• Maintain records and compile statistical reports concerning personnel – related data such as hires, transfers, performance appraisal and absenteeism rates

3. HR Plan, Policies and Procedures

• Identify, design and implement strategic HR programs, as and when required
• Prepare and implement the annual HR Plan to support the overall objectives of the companies
• Develop and maintain HR policies and procedures. Ensure that all employees are aware of the policies and procedures
• Ensure that company handbooks are comprehensive and up to date

4. Organizational Development and Strategy

• Conduct organizational climate assessment. Gather information on and understand business requirements
• Diagnose desired culture and style
• Envision new tools and systems as well as future needs
• Identify obstacles, readiness for change
• Communicate vision
• Adjust system for buy in and engagement

5. Employee Relations (policy and regulatory compliance, employee counselling, organizational climate)

• Guide, coach and support team leaders on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, performance management etc.)
• Manage investigations, disciplinary and grievance matters to develop appropriate procedures and policies to address grievances and discipline
• Provide counselling and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirement of the company policies, best practices and employment laws
• Conduct exit interviews to identify reasons for employees resignation or exit to improve the company’s image and development
• Represents the company at personnel-related hearings and investigations
• Ensure company compliance to labor laws and applicable government regulations

6. Compensation

• Lead the annual salary review process
• Gather and analyse market data to measure competitiveness of the company’s compensation package and make recommendation as appropriate
• Maintain a pay structure by conducting pay surveys, scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions, recommending, planning and implementing pay structure revisions as needed

7. Performance Management Process

• Identify the key elements of –
• a performance appraisal / development system that will support coaching
• a coaching system and practice that will support and sustain individual performance improvements
• Establish how these elements can be combined to create a performance management cycle
• Consider barriers and obstacles regarding the performance management cycle
• Establish a performance appraisal / development checklist
• Identify the resources necessary to create and sustain the program
• Identify change management strategies that will support the development and introduction of the program
• Consider how an Employee Survey and Feedback will support the Performance Management Process