1. Internal relations: All Head of Management, HODs & level of employee

2. External relations: Consulting & Recruitment agency, Training Vendor, Government Association and other related concerned authorized

3. Overall Responsibility
• Develop and provide to align HR strategies, policies and practices that carry out the company’s goals and business objectives.
• Identify the right technology, review and redesign work processes for continuous improvements in the HR processes.
• Develop, support and implementation of change management strategies and align the strategic direction of the operation.
• Supports to management by providing human resources advice, counsel, and decisions; analyzing information and applications.

4. Key Areas of Accountabilities
Recruitment & Selection
• Develop and lead a recruitment and talent process to strategically deliver the medium and long-term plans to support the business.
• Analyze recruitment needs and planning and how to address them.
• Develop and Implement to use the best practice tools and procedures in a recruitment process.
• Identify and manage the right recruitment channel and agents.
• Provide strategic oversight to the Manager of Talent Acquisition and the recruiting team.


Compensation & Benefits
• Establishes the company wage and salary structure and pay policies systems within the company including other benefits.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff and participate in at least one salary survey per year
• Ensure that company’s remuneration philosophy, practices and processes are in line with market practices and enable the company to continue to attract, retain and motivate employees in the company.
• Lead performance management, talent assessment and effective employee relationships, including negotiating and administering employment engagement.
• Provide consultation to management on strategic staffing plans, compensation, benefits, Employee Relation, Performance Management and budget.
• Provide HR administrative support on day-to-day basis and contributing to the development of HR Function based on best practices

Learning and Development
• Design and delivery of appropriate and relevant personal development training plans for their staff.
• Develop coaching, mentoring and supports staff development and the achievement of Personal Development Plans.
• Lead on the development of staff skills and knowledge database in order to maximize the diverse talents of the Organization.
• Assess the training needs of the employee or area, prepare training proposal to CEO and BODs and take budget approval then guide them through the most appropriate training method.
• Leverage training portfolio as specialized targeted courses are offered to managers and employees
• Manage the learning and professional development of an organization’s workforce.
• Oversee the annual appraisal process, monitoring compliance with the timetable and working with HR Team to ensure consistency of quality in appraisal documentation.
• Design and facilitate in-house events/workshops as required
• Advice and support to superior and subordinates in a timely effective manner

Organizational Development
• Review and develop Strategic HR planning to change in workplace systems or processes as required for individual department employee aligned with strategic and business goals.
• Design and deliver OD and change management strategies, process and interventions that support Business Goals to be a high performing organization.
• Support specific performance improvement initiatives through the developing and implementation of behavioural competency FrameWork.
• Identify and develop for performance improvement through the strategic process/system in order to understand barriers and possible solutions
• Contribute to the development of policies and procedures in collaboration with HR Team.
• Develop and implement succession planning and talent development including workforce planning, leadership and employee development, high potential development, coaching, talent reviews, performance management, employee engagement measurement and action planning.

5. Skills or Competencies Requirement
• Must have a good understanding of human behaviour, as well as business management, operations and strategy.
• Must be able to evaluate the needs of an organization and create, plan, implement and lead training programs that develop needed skills.
• Must be good communicators and effective leaders with strong interpersonal skills and team-building skills.
• Be able to set and carry out goals, work well during times of transition and be able to help others adjust to change.
• Skill in re-engineering operations and procedures, formulating policy and developing and implementing new strategies and procedures.
• Skill in the development and documentation of operating and Ability to create, composes, and edits written materials
• Knowledge of Finance, Budgeting and Cost Control, Management principles and practices

6. Experience & Educational Requirements
• Minimum of a Bachelor's degree or equivalent in Human Resources or Business Management.
• MBA or specialized Diploma in Human Resources Management is also preferred.
• 10+ years’ leadership experience in HR Operation & Development ability with the strong commitment.