Learning and Development

• Identify training needs through job analysis, performance appraisal and consultation with concerned HODs.
• Lead to develop training needs analysis process to identify skill gaps for Employee Development plan.
• Update the strategic learning roadmap to reflect in changing as organizational priorities.
• Track learning outcomes and assess the effectiveness of training programs not limiting to track & record of Learning Hours, Teaching hours for continuous improvement.
• Continuously evaluate the effectiveness of training programs, make necessary adjustments and make recommendations for improvement.
• Oversee onboarding programs to ensure new hires are effectively integrated into the organization.
• Comply with ISO Standard frame work of Training Process and Documentation Process.

Performance Management System

• Lead the implementation of performance management systems, process and tools.
• Amend Performance Management Guidelines and Forms yearly.
• Develop and monitor OKRs (Objectives and Key Results) and KPIs (Key Performance Indicators) to measure employee performance and progress.
• Guide concerned HODs and employees on performance improvement and career development.
• Lead the process in Coaching and mentoring functional leaders to enhance team capability and succession readiness.
• Lead for annual and mid-year performance management reviews.
• Analyze performance data to support talent management decisions.

HRIS

• Manage the implementation, maintenance, and continuous improvement of the HRIS to support HR operations and processes, in work coordination with cross function teams.
• Manage data centralization and ensure HRIS data accuracy and security by establishing data validation processes and regular audits.
• Oversee & manage and lead to prepare the Departmental Reports, HR Dashboards, and Performance Metrics.
• Manage Data Management for reporting and/ to support decision making.
• Monitoring the HR Software and HR Mobile Applications for continuous improvement.
• Ensure HRIS system in compliance with Labor Law and other related Laws and Personnel Data Protection Standards.
• Manage HRIS data structure and process for continuous improvement.

Strategy & Cultural Evolution

• Contribute to HR Strategy development, ensuring policies in line with Organization Vision, Mission and Goal.
• Drive transformation in HR best practices through ongoing improvement and benchmarking.
• Lead the digitization of HR process, ensuring efficient data driven HR services through HR Software and HR Mobile Applications.
• Evaluate HR Functions to ensure to ensure effectiveness of departmental strategies and alignment with business needs.
• Design and implement employee motivation and team building activities.
• Oversee the whistleblowing process, ensuring a safe and confidential environment for concerns.
• Supporting to HOD in planning, tracking, and reporting of key initiatives area, ensuring they are align with business goals.
• Supporting to HOD in communication between different HR verticals to ensure collaboration and combination.
• Supporting to HOD by monitoring progress and outcomes of HR key issues and flag issues for leadership requirement.
• Supporting to HOD by leading cross-functional of HR projects that require collaboration between each function.Complete ad-hoc tasks assigned by the department.

• Must have a bachelor's degree, and having a master's degree in business or related is more preferable.
• Minium 5 years of relevant experience preferable with HR analytics, strategy, or transformation background.
• Must have a diploma or relevant certificate in human resources.
• Intermediate command of the English language for communication, documentation, and presentation.
• Demonstrated expertise in project management, leading multiple L&D initiatives simultaneously.
• Strong understanding of Myanmar Labor Law.
• Strong leadership and organizational development skills.
• Strategic thinking with the ability to influence cross-functional initiatives.