Position Description
Perform & responsible for full spectrum of HR functions including employee life cycle, recruitment and
selection, C&B, staff relations, performance management, training and development, training and
development, talent management and development, succession planning, performance management and HR
operations
Job Responsibilities
Talent Management
• Maintain the work structure by updating job requirements and job descriptions for all
positions
• Take part and manage the Employee Life Cycle
• Support organization by establishing, a recruiting, testing, and interviewing program;
counselling mangers on candidate selection; conducting and analyzing exit interviews;
and recommending changes
• Execute New Employee Orientation process
• Oversee the performance management review process to ensure consistency, fairness
and timeliness
• Support to regularly review the company’s talent management process and succession
Planning
Compensation and Benefit
• Manage a pay plan by conducting periodic pay surveys; scheduling and conducting job
evaluations; preparing pay budgets; monitoring and scheduling individual pay actions;
and recommending, planning, and implementing pay structure revisions
• Implement employee benefit programs and reward management and inform employee
of benefit by studying and assessing benefit needs and trends; design and recommend
benefit programs to management; obtain and evaluate benefit contract bids
• Administer payroll and maintaining employee records
• Participate salary survey and undertake regular salary reviews
Training and Development
• Support to identify and assess the training needs of the organization through job analysis,
career paths and consultation with managers
• Assist with plan, develop, and provide training and staff development programs
• Support training needs analysis to develop training programs or modify and improve
existing program
HR Planning and Policy Development
• Support the organization’s by planning, implementing, and evaluating employee
relations and human resources polices, programs, and practice
• Review and update human resources policies, procedures, and program to align with
company’s goals and objectives
• Maintain knowledge of legal requirements and government reporting regulations
impacting HR functions and comply with policies and procedures
HRIS
• Establish and maintain appropriate HRIS and scorecard for measuring metrics that
support the achievement of business goals, necessary aspect of HR development
Employee Relations
• Dealing with grievances and implementing disciplinary procedures
• Support and coach the managers on all people leadership matters, including business
change and transformation. Support the line managers to be able to challenge and coach
in a high-performance environment
• Foster and cultivate core value and harmonized culture
• Support and nurture Employer Branding
• Improve employee experience
