- Strategic Business Partnering and HR Advisory
- Build and develop a strong and trusted relationship with the HOCs/HODs, Managers and Staff of the assigned group to establish credibility and accountability
- Establish a strong understanding of the Centre’s goals, operations needs/challenges (current or future) and ground issues of the assigned group
- Be well-versed in the Expenditure of Manpower (EOM), manpower requirements, staff promotion and succession planning, etc. that are unique to the assigned group
- Provide HR advisory and guidance to influence talent decisions and adding value to the centre operations
- Work internally with Talent Development and Talent Rewards to put together the right resources to develop thoughtful solutions as well as recommendations to support the assigned groups in their issues/challenges
- Make regular visits to the assigned Centres and walk the ground to hear the voices of employees
- Recruitment
- Be accountable for the recruiting process across job levels and functions of the assigned group
- Responsible for the end-to-end recruitment process; from gathering requirements, advertising, sourcing, interviews, and negotiation to offer management
- Advise hiring managers on hiring process and ensures that recruitment follows corporate and local laws
- Build and maintain talent pipelines; provide excellent candidate experience and create a strong brand presence for the organisation
- Participate in recruitment and outreach events
- Be an advisor to the HOC/HOD in proactively researching, exploring and developing innovative recruitment strategies to attract talents
- Develop an effective applicant tracking system to manage recruitment process and track all recruitment related activities data in a timely manner
- Responsible to provide an accurate & timely recruitment report by adapting a data driven approach to recruitment
- HR Support Areas
- Employee Experience
- Handle and prepare for new employee on-boarding and induction to ensure progressive assimilation to Centre and the job
· Discuss employee confirmation, transfer, conversion, renewal and re-employment with HOCs/HODs, managers and staff to ensure smooth transition to the next milestone, new position or employment phase/condition, etc.
· Coach managers on the Performance Appraisal process with Form completion and performance conversations with employees
· Prepare and handle employee off-boarding to ensure smooth and gracious exit experience, be it voluntary or involuntary exit
- Employee Retention effort
- Propose retention options, initiatives and strategies to better retain talents and reduce staff turnover
- Conduct surveys and interviews to gather valuable feedback
- Compile and analyze data collected from employee surveys and interviews
- Identify specific areas of issues and/or concerns
- Propose and advise Action Pan to address or improve any issues and/or concerns identified
- Measure staff turnover
c) Employee Engagement & Activities
- Participate in rolling out organization-wide events and activities such as Staff Recognition Award, Recruitment Fairs, etc
d) Employee Relations
- Manage employee poor work performance, including the process of PEP (Performance Enhancement Plan)
- Manage employee disciplinary issues
- Handle employee grievances
- Manage workplace conflict and dispute
Any other ad-hoc duties assigned by your supervisor
Interested candidate, kindly send a copy of your resume to [email protected]
Adeline Lim Xin Ying [R23112000]
Email Address: [email protected]
Recruit Ex-ess Pte Ltd
EA Licence No: 99C4599
