A Good Opportunity for ..
A. Corporate HR Strategy
- Develop and implement the Corporate HR Strategy aligned with overall business strategy.
- Translate business objectives into HR priorities, initiatives and action plans.
- Develop annual HR plans, budgets and workforce strategies.
- Establish group-wide HR policies, procedures, standards and guidelines.
- Monitor HR performance and provide regular reports to senior management.
- Support organizational restructuring, business expansion and transformation initiatives.
- Provide strategic HR advice to the CEO, Managing Director and senior leadership team.
B. Workforce Planning & Organization Development
- Conduct annual and long-term workforce planning.
- Analyze manpower requirements based on business growth and operational needs.
- Develop organization structures, job grades and reporting relationships.
- Review and update Job Descriptions and competency requirements.
- Conduct organizational effectiveness and manpower productivity reviews.
- Support organizational restructuring and change management.
- Develop succession plans for critical positions.
C. Talent Acquisition & Employer Branding
- Establish corporate recruitment and selection standards.
- Lead recruitment strategies for managerial, professional and critical positions.
- Develop talent pipelines and succession-ready talent pools.
- Strengthen employer branding and employee value proposition.
- Ensure fair, competency-based and efficient recruitment practices.
- Monitor recruitment KPIs such as time-to-fill, cost-per-hire and quality of hire.
D. Talent Management & Succession Planning
- Develop and maintain the organization's talent management framework.
- Identify high-potential and critical employees.
- Implement career development and succession planning programs.
- Establish competency frameworks and career paths.
- Coordinate talent review and succession planning meetings.
- Develop retention strategies for key employees.
E. Performance Management
- Develop and manage the corporate Performance Management System.
- Establish KPI and performance evaluation standards.
- Ensure alignment between company, department and individual KPIs.
- Coordinate annual performance appraisal processes.
- Support performance improvement plans for underperforming employees.
- Train managers on effective performance management and feedback.
F. Learning & Development
- Conduct organization-wide Training Needs Analysis.
- Develop annual Learning & Development plans and budgets.
- Design leadership, management and functional development programs.
- Establish career development and competency development programs.
- Evaluate training effectiveness and ROI.
- Develop leadership development and management development programs.
- Support coaching, mentoring and employee development initiatives.
G. Compensation & Benefits
- Develop and maintain salary structures and compensation policies.
- Conduct salary benchmarking and market analysis.
- Review employee benefits and reward programs.
- Ensure internal equity and external competitiveness.
- Develop incentive, bonus and recognition programs.
- Monitor payroll-related HR policies and ensure proper governance.
- Provide compensation recommendations to senior management.
H. Employee Engagement & Retention
- Develop employee engagement strategies and initiatives.
- Conduct employee engagement surveys and analyze results.
- Identify key drivers of employee turnover.
- Develop employee retention strategies.
- Establish recognition and employee appreciation programs.
- Promote a positive organizational culture.
- Monitor turnover, absenteeism and employee satisfaction trends.
I. Employee Relations
- Establish effective employee relations practices.
- Handle complex employee relations and disciplinary matters.
- Advise management on employee grievances and workplace conflicts.
- Ensure consistent application of HR policies.
- Promote ethical behavior, professionalism and workplace respect.
- Support conflict resolution and mediation.
J. HR Policy, Compliance & Governance
- Develop and regularly review HR policies and procedures.
- Ensure compliance with applicable Myanmar labor laws and regulations.
- Maintain proper HR documentation and records.
- Establish HR governance and internal control mechanisms.
- Conduct periodic HR audits.
- Ensure confidentiality and appropriate handling of employee information.
K. HRIS & Digital HR
- Lead HR digital transformation initiatives.
- Develop and improve HRIS processes and systems.
- Ensure accurate employee data and HR reporting.
- Promote Employee Self-Service and HR automation.
- Develop HR dashboards and management reports.
- Use HR analytics to support evidence-based decision-making.
- Identify opportunities to improve HR efficiency through technology.
L. HR Analytics & Management Reporting
Prepare and analyze key HR metrics, including:
- Headcount and workforce trends
- Employee turnover rate
- Retention rate
- Absenteeism rate
- Recruitment cost
- Time-to-fill
- Training hours and training ROI
- Employee engagement
- Performance distribution
- Promotion and internal mobility
- Compensation cost
- Manpower productivity
Provide monthly, quarterly and annual HR reports to senior management.