Assist with day-to-day operation and prepare paperwork for tax payment, tax returns preparation and tax clearance. Prepare withholding tax compliance and payment procedure. Assist Tax Manager with preparation of tax returns which include quarterly and annual commercial tax returns as well as corporate income tax returns. Liaise with tax authorities and other related bodies. Keep track on tax updates and translate upon necessity. Undertake other duties as may be required and assigned by Tax Manager time to time.
Recruitment Channel Development Support multiple recruitment channels (traditional & digital) Help to lead in acquisition cost and return on investment (ROI) reporting Support a complementary set of acquisition channels Post vacancies internally and externally to the relevant channels, ensuring position advertisement reaches target audience and ROI is realized from selected channel(s) Candidate Selection Work with hiring managers and talent acquisition lead in updating job descriptions for new hiring Short listed of suitable candidates according to the job description, company culture, and salary guidelines Initiative contacts to preliminary interviews and screening Prepare short list of recommended candidates to line manager/s Proactively manage interview scheduling with hiring managers Participate in interviews with the hiring manager, ensuring interview standards are followed Collect feedback from hiring manager Provide constructive feedback to the candidate Negotiation and closing of offers directly with candidates, presenting a total value proposition, highlighting remuneration, benefits, future career opportunities Support onboarding, internal announcements, and induction programs Ensure smooth new hire setup, including documentation and required resources
Job Overview HRBP is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Duties and Responsibilities HR Initiatives & Strategy Strategic Alignment: Collaborate with leadership to support the implementation of HR strategies and initiatives aligned with the overall business strategy. Business Partnership: Act as a strategic Human Resources Business Partner, fostering alignment between HR service delivery and company processes and strategic goals. Organizational Structure: Challenge and evaluate the organizational structure of internal clients, proposing necessary changes when needed. Strategic Contribution: Contribute to and assist in implementing the Human Resources strategy, working closely with the Group Chief HR Officer (CHRO) and Chief Financial Officer (CFO). Policy Development: Play a pivotal role in the development and implementation of HR policies, such as the Talent Acquisition Policy and Employee Handbook, ensuring accessibility to these policies via Microsoft Teams. Planning: Prepare and monitor the annual HR budget and manpower plan. HR Operations and Employee Life Cycle: Cross-Functional Collaboration: Collaborate closely with HR Shared Service Function (HR SSF) to ensure the seamless delivery of services throughout the employee life cycle, including Talent Acquisition (TA), Compensation & Benefits (C&B), HR Administration, and Learning & Development (L&D). Process Management: Lead, implement, and oversee HR processes, including promotion, transfer, performance review, and exit procedures. Payroll Management: In collaboration with the C&B function, provide inputs into payroll processing (new hires, departures, adjustments, and commission calculation support) while adhering to Myanmar's specific payroll practices to ensure data accuracy before each monthly calculation. Expatriate Support: E nsuring compliance with Myanmar's legal requirements for expatriates' personal income tax, insurance contributions, work permits and visas. Onboarding and Offboarding: Enhance onboarding and offboarding processes, including recruitment and exit interviews, and conduct HR inductions for new hires. HR-Admin Liaison: Serve as the main point of contact between Business Units' employees and the HR SSF, including office supplies management and travel arrangements. Engagement, Enablement, and Culture-Building: Engagement and Enablement Initiatives: Collaborate with BU to design and execute engagement and enablement initiatives that foster a positive and inclusive workplace culture. Teamwork and Collaboration: Promote teamwork and collaboration by sharing insights and best practices from various functions within the organization. Encourage the exchange of ideas and knowledge to strengthen the culture of continuous improvement. Stakeholder Relationship Building: Build and nurture strong business relationships with stakeholders, acting as a single point of contact for brand office teams. Facilitate communication and collaboration to ensure alignment with the organization's values and goals. Cultural Best Practices: Share and transfer cultural best practices from different functions within the organization. Contribute to shaping a workplace culture that emphasizes respect, diversity, inclusion, and innovation, aligning it with the organization's values and vision. Performance & Talent Management Job Description Development: Collaborate with hiring managers to develop comprehensive job descriptions (JDs), providing HR insights on JDs, including salary bandings and market benchmarks for each position. Talent Management and Succession Planning: Actively participate in talent management and succession planning activities. Identify potential talent, track their development, and ensure a robust workforce pool for future sustainability. Performance Improvement: Provide guidance to line managers in effectively managing poor performers and addressing disciplinary issues. Act as a driver for performance improvement, facilitating discussions with the management team to find the best solutions. Learning & Development (L&D): Collaborate with L&D teams to support the delivery of training programs that align with organizational goals and employee development needs. Ensure that employees have access to relevant learning opportunities that enhance their skills and knowledge. HR Reporting and Compliance: Financial Oversight: Oversee and report on the team budget, providing insights into demand, effectiveness, and cost. Ensure prudent financial management in HR operations with respect to payroll, overtime, expenses & services. Performance Metrics: Provide monthly dashboard reports to the Leadership team, presenting key HR metrics such as personnel cost analysis (overall and per function), recruitment activity, attrition rates, leave reporting, and other relevant reports as required. Legal Compliance: Ensure compliance with statutory regulations pertaining to employment contracts and terminations, following all legal requirements and timelines. Personal Income Tax Reporting: Collaborate closely with the Compensation & Benefits function to ensure the accurate and timely submission of personal income tax reports to the Tax department, adhering to local tax regulations. The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.
The Learning & Development Executive plays a vital role in supporting our organization's growth by implementing monitoring frameworks and sending regular reports on learning progress to various business units. The role responsibilities include administrative tasks to ensure the smooth execution of learning and development programs. The L&D Executive will assist in analyzing learning needs, implementing learning programs, coordinating development efforts, and analyzing outcomes. Core Tasks Learning and Development Administration Collaborate with business units to identify development opportunities and track training progress. Support the implementation of group policies and learning monitoring frameworks. Assist in the rollout and administration of the Learning Management System (LMS). Provide administrative support for learning and development programs. Partner with business units to highlight areas of improvement in training progress. Ensure compliance with organizational policies and procedures related to learning and development. Maintain accurate records and documentation for training activities. Assist in the coordination and scheduling of training sessions and workshops. Support the evaluation and analysis of learning initiatives to measure effectiveness and impact. Performance Management Administration Support the administration of the performance management process, ensuring alignment with business objectives and facilitating regular feedback and development opportunities. Assist in providing guidance to managers on effective performance management techniques and best practices. Collaborate with relevant stakeholders to analyze performance data, identify trends, and suggest areas for improvement. Coordinate the performance management system by developing and monitoring performance evaluations, development plans, and improvement plans. Ensure the effective execution of the Performance Management Process on a monthly, quarterly, and yearly basis through organization and oversight. Internal Communication & Customer Service Orientation Offer assistance and guidance to line management regarding performance management procedures, ensuring clarity and effectiveness. Provide educational resources and support to managers for the implementation of development plans aimed at enhancing the skills and capabilities of their team members. Foster robust partnerships with business clients and internal customers to ensure alignment with current business needs and opportunities, particularly in relation to learning and development initiatives. Utilize effective communication, facilitation, and presentation skills to deliver in-house training sessions, emphasizing the importance of accurate and timely service delivery and customer satisfaction. Emphasize the importance of customer service orientation in all internal communication and training efforts, aiming to consistently deliver services accurately and on time to meet or exceed customer expectations. The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.