Responsible for planning, development, execution and management of core HR functions as Experienced HR Professional.
Key Partner: HR Strategy Implementation
• Lead in the implementation of HR Strategies by transforming them into actions and plans.
• Development of strategic human resource by leading the organizational development initiatives and programs including Talent Management, Succession Planning, Performance Management, Learning and Development & Organizational Culture.
• Proactively implement the HR strategy and provide feedback for necessary modifications and standards to ensure that new business requirements are properly addressed.
Key Partner: Talent Acquisition & Management
• Develop and maintain an Equal Employment Opportunity strategy based on merit and individual talent to cater for the staffing needs.
• Monitor and control new hires ensuring compliance with the already set and approved annual manpower plan and headcount.
• Design, maintain, and periodically evaluate an effective Recruitment process to enable the most appropriate selection of staff in terms of quality, organizational fit and attitude.
• Jointly take hiring decisions / recommendations with Department Heads and Managers on selection of new employees.
• Employee Engagement in line with the business objectives to ensure that the talent at the company is being utilized in the best possible manner and help them achieve their maximum potential.
• Developing effective teams in every department.
• Designing, developing and implementing Talent Management & Succession Planning frameworks that foster a high performance culture with value learning, continuous improvement and diversity.
• Identifying high potential employees for key leadership roles, developing them by analyzing their competency gaps through assessment centers and addressing their individual development needs through customized development plans to ensure successors readiness for future transformation & development of the company.
Key Partner: Learning & Development
• Designing, developing and implementing the Learning Strategy which overcomes the talent skill gaps and addresses the current and future learning needs of the company and individuals.
• Evaluate all training needs to come up with Learning & Development programs that facilitate the professional development and continuous learning of employees, particularly future leaders. Make assessments of effectiveness of training in terms of employee accomplishments and performance improvement.
• Responsible to implement learning needs analysis to identify the knowledge, skills and competencies.
• Prepare the annual training budget, get the necessary approval and monitor training expenditure versus approved budget.
• Maintain strong business relationship with training & development consultants and institutes.
Key Partner: Compensation & Benefits
• Plan, manage and review work activities of subordinates and staff relating to employment, compensation and benefits.
• Manage the preparation and distribution of written and verbal information to inform employees of benefits, compensation and personnel policies.
• Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements as well as best practices.
• Prepare and monitor budgets for Compensation & Benefits and HR Department Overheads.
Key Partner: HR Policies and Procedures
• Plan, develop, implement and monitor HR policies, procedures and systems based on the set HR strategy to support achievement of business objectives.
• Review and propose the required amendments and additions in Policies and Procedures as frequently as needed.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Provide necessary guidance and elaboration on HR policies in place.
Key Partner: Organizational Development
• Design and roll out the interventions which strengthen the Organizational Culture and embed the core values and behaviors in true spirit in the organization
• Act as a co-leader and facilitator for driving and implementing the organizational changes, ensuring that the outcome reflects objectives from the organizational development perspective.
• Facilitate implementation of appropriate capacity building, knowledge transfer and succession planning initiatives associated with organizational development activities.
• Building organizational capability aligned with business strategy, process system and people to ensure achievements of landmarks and organizational goals.
• Ensure proper and timely implementation of the development plan and see to the maintenance of comprehensive training records.
Key Partner: Career Management
• Support and identify internal talents and high potential employees for future growth.
• Promote and facilitate the career interview exercise to identify employees’ aspirations.
• Act as an influencing catalyst among Departmental Managers & Section Supervisors to promote cross-functional internal transfers.
Key Partner: Performance Management
• Ensure an effective performance management system is in place as per standards to evaluate individual performance versus set objectives.
• Ensure proper implementation of performance management system and provide the necessary facilitation and support during exercise.
• Link the appraisal results to the merit review and bonus process in a fair manner where high performers are rewarded as per their individual contribution.
Key Partner: HR Operations
• Responsible for HR Initiatives and HR operational excellence.
• Responsible for overall HR Manpower Planning & subsequent Recruitment & Onboarding and Deployment.
• Responsible for maintaining efficient and cost-effective payroll execution with an employee base of over 5,000.
Key Partner: HR Employee Engagement
• Responsible for employee engagement activities and yearly budgeting to increase employee morale & motivation.