Serve as the administrator for the HRIS, ensuring 100% data accuracy, security, and system optimization. Generate monthly departmental reports on headcount, turnover, and operational efficiency for the Head of HR. Oversee the administrative "back-end" of onboarding and offboarding, ensuring all documentation is completed with precision. Maintain a rigorous digital filing system, ensuring all personnel files are updated and meet data privacy standards. Develop and update Standard Operating Procedures (SOPs) for all HR administrative tasks and maintain the Employee Handbook. Facilitate a smooth administrative transition for new hires coming from the Talent Acquisition department. Provide the Compensation & Benefit department with accurate and verified data inputs (new joiners, contract changes) for monthly payroll processing. Partner with the Head of HR and Department Heads to design, track, and report on organizational and individual Key Performance Indicators (KPIs). Manage the technical side of the performance management cycle (appraisals, mid-year reviews) within the HRIS. Design and execute the annual Employee Engagement Survey and pulse surveys. Lead comprehensive internal HR audits to ensure 100% compliance with labor laws, data privacy and internal SOPs. Identify potential legal or operational risks within the employee lifecycle and implement corrective actions.
Partner with the executive team to engineer annual hiring roadmaps that synchronize departmental needs with budgetary constraints and long-term business scaling. Lead, mentor, and professionalize a team of recruiters and coordinators, fostering a culture of accountability and continuous improvement to hit aggressive KPIs. Personally spearhead full-cycle recruitment for mission-critical and C-suite vacancies, ensuring a white-glove experience for high-impact candidates. Conduct regular audits of the recruitment funnel to identify bottlenecks, leveraging data to minimize Time-to-Hire while maximizing Quality-of-Hire. Synthesize complex recruitment data—including cost-per-hire, attrition correlations, and sourcing ROI—into actionable insights for executive leadership. Curate the company’s digital footprint across LinkedIn, and other career platforms to authentically communicate our "Culture Story" and attract passive talent. Serve as a subject matter expert (SME) to hire managers, providing real-time employee market intelligence, compensation benchmarking, and structured interview training. Oversee the rigorous screening, technical evaluation, and complex offer negotiations for senior and specialized roles. Design and facilitate integration programs that bridge the gap between "hired" and "productive," with a specific focus on cultural immersion and regulatory compliance for both local and expatriate talent. Building and maintain "ready-now" talent pools for mission-critical roles, ensuring that both internal successors and external candidates are tracked and engaged. Design and oversee the cultivation of "Evergreen" talent pipelines for technical and senior-level roles, reducing reliance on reactive, just-in-time hiring. Strong ability to negotiate service level agreements (SLAs) with agencies and salary packages with senior candidates. Partner with international technical agencies to headhunt expats with specific pharmaceutical or lubricant manufacturing backgrounds.
Talent Acquisition: Time to Fill: Manage the recruitment process to minimize the average time taken to fill vacant positions. Quality of Hire: Ensure high performance and retention rates of new hires within their first year through effective hiring practices. Employee Relations: Employee Engagement Score: Increase the average score from annual employee engagement surveys by implementing strategies that enhance employee satisfaction and involvement. Employee Retention Rate: Improve the percentage of employees who remain with the company over a specified period through effective engagement and retention strategies. Performance Management: Performance Review Completion Rate: Ensure timely completion of performance reviews for all employees. Improvement in Employee Performance: Monitor and drive measurable improvements in employee performance based on performance review data. Training and Development: Training Participation Rate: Increase the percentage of employees participating in training programs. Training Effectiveness: Evaluate post-training assessment scores and feedback to ensure the effectiveness of training programs. Compensation and Benefits: Employee Satisfaction with Benefits: Enhance survey scores regarding employee satisfaction with the benefits package through regular reviews and improvements. Competitive Salary Benchmarking: Ensure alignment of compensation packages with industry standards to attract and retain top talent. HR Compliance: Compliance Audit Score: Achieve high results from internal and external HR compliance audits. Number of Compliance Incidents: Minimize the number of reported compliance incidents through proactive management and adherence to legal standards.
Product Approvals and Registrations: Managing the submission of applications, documentation, and data to obtain necessary approvals, licenses, and registrations for the organization's products to be legally marketed and sold without any delays. To make sure to receive all the necessary approvals on time. Regulatory Strategy Development: Creating and implementing strategies to navigate regulatory requirements effectively, considering both short-term needs and long-term goals of the organization. Interaction with Regulatory Authorities: Serving as the primary point of contact for communication and interaction with regulatory agencies, addressing inquiries, providing information, and ensuring timely responses to requests. Regulatory Intelligence: Staying up to date with changes in regulations, industry trends, and competitive landscape to inform decision-making and maintain compliance. Risk Assessment and Management: Identifying potential risks related to regulatory compliance and making informed decisions to mitigate these risks while minimizing impact on business operations. Cross-Functional Collaboration: Collaborating with internal departments such as R&D, quality assurance, manufacturing, marketing, and legal to ensure that all aspects of the organization are aligned with regulatory requirements. Labeling and Packaging Compliance: Overseeing the accuracy and compliance of product labeling, packaging, and promotional materials to ensure they adhere to regulatory guidelines. Quality Systems: Ensuring that the organization's quality systems, documentation, and processes align with regulatory expectations, including Good Manufacturing Practices (GMP) and Quality Management Systems (QMS). Clinical Trials Support: Providing guidance and assistance in the preparation and submission of regulatory documents required for clinical trials, including Investigational New Drug (IND) and Investigational Device Exemption (IDE) applications. Post-Market Surveillance: Monitoring and reporting adverse events, product complaints, and other post-market surveillance activities as required by regulations. Training and Education: Conducting training sessions and workshops to educate internal teams about regulatory requirements, changes, and best practices. Audit and Inspection Readiness: Preparing the organization for regulatory audits and inspections, ensuring that all necessary documentation and processes are in place. Regulatory Documentation Management: Maintaining accurate and organized records of all regulatory-related documents and submissions. Advisory Role: Providing expert advice to senior management regarding regulatory implications of business decisions and strategies. Regulatory Compliance: Ensuring that the organization's products, processes, and operations are in full compliance with relevant laws, regulations, and guidelines set forth by regulatory authorities. Overall, the Regulatory Affairs Officer plays a pivotal role in safeguarding the organization's compliance with regulatory standards, maintaining product quality and safety, and supporting business growth within a highly regulated environment.
Position Summary: The TA Staff members support the end-of-the-end recruitment lifecycle. You will be the "face" of the company for many candidates, ensuring that the hiring process moves quickly, professionally, and seamlessly while supporting the TA Staff in meeting departmental hiring goals. Book physical meeting rooms for in-office interviews or generate and verify secure video conferencing links (Zoom, Google Meet, Teams) for remote sessions. Send formal interview invitations to candidates, providing them with "Prep Kits" (interviewer bios, office directions, or technical requirements). Ensure all internal interviewers have the necessary candidate resumes, scorecards, and interview guides at least 24 hours before the appointment. Use LinkedIn, job boards, and internal databases to identify potential candidates. Conduct initial phone screenings and preliminary tests to verify basic qualifications and interest. Manage the logistics of the interview process, including scheduling across multiple time zones and coordinating with hiring managers. Draft and post job advertisements on various platforms; ensure all postings are up-to-date and reflect the company brand. Act as the primary point of contact for candidates, providing timely updates on their application status and ensuring a positive "white-glove" experience. Ensure all candidate data and feedback are recorded correctly. Assist in the transition from "candidate" to "employee" by gathering necessary documentation and coordinating with the HR Operations team for Day 1 readiness. Responsible for performing initial CV screening by evaluating applicant resumes against job descriptions to identify qualified candidates and ensure a high-quality pipeline for the TA officer’s review.
Core Competencies: Analytical Thinking: Ability to interpret complex data and present insights Strategic Mindset: Understanding of business strategy and market dynamics Cultural Intelligence: Navigate cross-cultural business environments Communication Excellence: Clear, professional communication across all levels Discretion & Confidentiality: Handle sensitive business information Adaptability: Thrive in fast-paced, changing environment Leadership Qualities: Coordination Skills: Manage multiple stakeholders and priorities Problem-Solving: Proactive approach to challenges Attention to Detail: High accuracy in data and documentation Time Management: Excellent organizational and prioritization skills
Manage the internal evaluation and analyzing operations, activities related to development, implementation, and maintenance of information systems. Proactively train application knowledge to management level users and key critical users. Design and prepare documentations, procedure, manuals, standards, checklists, guides, help desk supports for IT application systems including data, process, and business flow of the system. Troubleshoot end-users’ problems, encounters, find out end-users’ needs and find solutions with the internal or external stakeholders. Root-cause analysis of incidents to provide work-around interim solutions and ensure to address the root-cause of problems to provide permanent resolution business applications. Trace and report problems of application systems including Off-the- Shelf to departmental managers. Manage overall Database Administration tasks to ensure data integrity and peak performance efficiency of all business applications. Manage daily operations according to strategic plans and roadmaps and provide solutions, suggestions, and insight to upper management. Prepare documentation, procedure, manuals, standards, checklists, guides, helpdesk supports for IT application that including data, process, and business flow of the system to comply with ISO 9001:2015 Quality Guidelines to ensure IT department passes the ISO audits without any compliance issues. Any other duties and responsibilities as assigned from time to time.