(1) Recruitment & Selection and Employer Branding

• Implement and develop overall recruitment strategies for frontline operations.
• Develop relationships with business leaders to build awareness of their departments, hiring needs, job requirements, and job specifications.
• Perform analysis of hiring needs and provide employee hiring forecast.
• Boost your network and connection to build a thriving candidate pool.
• Effectively achieves recruiting results by approaching the talent market with innovative job advertisements and sourcing strategies.
• Plan and conduct recruitment and selection processes (screening, interviewing, offering, etc.,)
• Manage onboarding and new hiring process to become fully integrated.
• Deep diving analysis to reduce turnover rate in probation period.
• Conduct a salary survey regarding of labor market.
• Take steps to ensure a positive candidate experience.
• Maintain and review the candidate database source regarding running the R&S process smoothly.
• Boost your connection to build the candidate pool.
• Promote the company’s reputation and attractiveness as a good employment opportunity.
• Collaborate with business leaders to identify the core values their brand represents.
• Collaborate and improve CSR activities.
• Design, plan, and execute employer branding activities.
• Determine and develop KPIs with the logical framework.

(2) Compensation & Benefits and Performance Management

• Supervise monthly payroll process.
• Evaluate and modify existing compensation and benefits programs, policies, and procedures.
• Design and implement new compensation and benefits programs, policies, and procedures that align with the company’s strategic plan.
• Identify trends and implement new practices to engage and motivate employees.
• Communicate with third-party services to negotiate benefit plans and resolve benefit-related issues.
• Ensure salaries and benefits comply with the current legislation.
• Build a strong relationship with the government office
• Prepare HR budget planning that is aligned with business goals and strategies.
• Identify overarching company performance and development goals.
• Develop effective programs of employee development to promote overall performance, career development, and succession planning.
• Making promotion decisions refer to the identification of promotion goal as well as the resources and tools needed to achieve those goals.
• Improve employee abilities through coaching and feedback.
• Conducting regular performance evaluations of individual employees or groups of employees to measure their progress toward meeting goals and achieving objectives
• Determine and resolve workplace issues that prevent optimal performance, such as individual grievances or poor departmental structures.
• Determine and develop KPIs with the logical framework.

(3) Employee Relation Management and Training & Development

• Design, plan, and implement effective company employee relations programs, policies, and procedures.
• Uses surveys, interviews, and other studies to conduct research regarding problems, compensation, and other employment issues.
• Advises and trains managers and supervisors in best employee relations practices and strategies.
• Maintain positive relationships with employees and business leaders to promote employee satisfaction.
• Investigating and solving complex or critical employee relations issues promptly and effectively.
• Determine and assess an organization’s training and employee development needs.
• Create training materials and programs to address specific business objectives.
• Handle offboarding process for front-line employees.
• Monitor and assess the effectiveness and success of training programs.
• Keep up-to-date on the latest training trends, developments, and best practices.
• Manage employee enrolment for training, schedule training sessions, and organize the resources to facilitate training programs.
• Prepare training budget for department or organization
• Determine and develop KPIs with the logical framework.

• Minimum 3 years of experience in HR managerial role.
• Reactive and proactive problem-solving skills in a timely manner.
• Excellent analytical and decision-making abilities.
• Ability to build and maintain positive relationships with colleagues.
• Understand and have practical knowledge of employment law and regulations.
• Strong leadership, communication, and interpersonal skills.
• Good command of written and verbal communication in English.