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