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.
Coordinate with internal departments to understand requirements and provide appropriate solutions Manage supplier sourcing and evaluation , including negotiation of pricing, payment terms, and service quality Handle the purchasing process (PR & PO) in line with company policies and budget, including tracking and follow-up in the ERP system Source, negotiate, and procure materials from both local and overseas suppliers, ensuring timely delivery Monitor inventory and office supplies to support daily operational needs Track supplier performance, resolve issues, and identify alternative suppliers when necessary Perform cost control and optimization (e.g., CBA, unit cost analysis) to improve financial efficiency Manage RFP processes and handle import clearance documentation when required Coordinate with Finance teams (Accounts Payable, Treasury) on cash outflows and payment processes Provide regular updates and reports to stakeholders and management
Role Description The Treasury Operations Analyst manages cash and financial risks by ensuring ample liquidity is available to meet the day-to-day business obligations of the portfolio businesses. Duties and Responsibilities Manage and oversee accounting functions related to Treasury Recording transactions on Enterprise Resource Planning (“ERP”) software systems Administrative Correspondence with vendors on payment related matters Effective communication with internal and external stakeholders Cash & Liquidity Management Oversee cash and bank collections from sales and accounts receivable Process payroll, reimbursements, and all other expenses in a timely manner. This includes the preparation, delivery and recording of cash or checks as well as the initiation of electronic payments Manage bank accounts as needed in order to deliver a seamless treasury service Ensure sufficient funds are available to cover all expenditures Corporate Governance Oversee the Treasury function and ensure all transactions are entered correctly Ensure compliance and all necessary information is accurate and timely While the above includes a description of the essential functions of the position, other duties may be assigned. This job description is subject to change at the discretion of management.
About Asia Strategic Holdings Asia Strategic Holdings (“Asia Strategic”) is a London-listed investment company (ASIA:LN) with headquarters in Singapore, Ho Chi Minh City and Yangon. As an operator and developer of a fast-growing portfolio of businesses, the company aims at creating opportunities for investors to gain exposure to the world’s final frontier markets: Vietnam and Myanmar. Asia Strategic employs over 2,500 people operating across three principal sectors that it has focused on thus far: education, hospitality, and business services. It is actively looking into additional industries with potential for growth such as healthcare, retail services and renewable energy. Position Overview The Group HR Strategic Head is responsible for leading the delivery of the Shared Services function including oversight for all processes, tools, and metrics that optimize HR services and solutions for our portfolio of companies. This role will establish and refine operational efficiencies and centralize all transactional processing within Human Resources. The Group HR Strategic Head will partner with the Group CHRO and Leadership Team to understand strategic priorities and business needs ensuring service delivery capabilities and solutions are effectively and efficiently leveraged. Key Areas of Responsibility: Core Tasks Shared Services Management Team Leadership: Lead a team of HR Shared Services professionals encompassing Compensation & Benefits, Administration, Talent Acquisition, and Learning & Development. Ensure accurate and timely service delivery while actively seeking performance enhancements. Client Alignment & Service Mindset: Serve as a bridge between HR Business Partners (HRBPs) and the HR Shared Service, emphasizing a service mindset to ensure HR services are fully aligned with the unique needs of internal clients. Policy Identification and Enhancement: Collaborate with HRBPs to identify policy gaps, enhancements, and updates, ensuring compliance with regulations and best practices. Policy Implementation: Lead the implementation of revised and new HR policies, ensuring effective communication, training, and adherence throughout the organization. Process Standardization: Standardize HR processes to achieve consistency and compliance across the organization. Performance Metrics: Define and monitor a comprehensive set of performance metrics to ensure the effective delivery of services, driving continuous improvement. HR Analytics: Develop Data & HR Analytics dashboards that provide essential HR metrics to management, including attrition rates, hiring statistics, and shared service performance metrics, facilitating data-driven decision-making for the business. Talent Acquisition: Streamlining Talent Acquisition: Oversee a comprehensive transformation of talent acquisition processes, ensuring they are efficient, transparent, and customer centric. This involves a thorough review of existing workflows and the identification of opportunities for simplification and optimization. Establishing SLAs: Develop and establish Service Level Agreement (SLAs) to measure and monitor the effectiveness of our talent acquisition efforts. This includes but is not limited to metrics such as time to hire, quality of hire, diversity hiring ratios, and cost per hire. Digitization: Lead the charge in the digitization of our recruitment processes, encompassing everything from sourcing and candidate assessment to onboarding. This digital transformation will not only enhance efficiency but also increase scalability and reach in our talent search efforts Data-Driven Decision-Making: Leverage data analytics to derive actionable insights from recruitment metrics. This data-driven approach will allow us to make informed decisions, refine our strategies, and continuously improve our talent acquisition processes. Customer-Centric Approach: Foster a culture of delivering an exceptional candidate and client experience at every touchpoint of the recruitment journey. This includes refining communication, providing timely feedback, and ensuring candidates feel valued and informed throughout the process. Employer Branding: Collaborate with Marketing team to support and amplify our employer branding initiatives. Develop strategies that highlight our organization as an employer of choice in the talent market. Learning and Development (L&D): Monitoring Frameworks: Oversee development and implement monitoring frameworks that align L&D initiatives with the competency development framework. Technology Integration: Leverage technology to deliver, track, and measure the effectiveness of training and development programs. Continuous Improvement: Identify areas for improvement in L&D processes and content delivery, ensuring alignment with organizational goals and employee development needs. Compensation and Benefits (C&B): Technology Enablement: Lead the introduction and optimization of HR Information Systems (HRIS) to streamline C&B processes, including benefits administration, payroll, salary benchmarking, total reward packaging, and compensation planning. Launch of New C&B Services: Drive the development and launch of new C&B services, such as salary benchmarking and total reward packaging, to enhance our overall compensation strategy and employee value proposition. Compliance and Efficiency: Ensure C&B practices adhere to regulatory standards while identifying opportunities for process efficiencies and cost savings. Data Analytics: Implement robust metrics and reporting systems to assess C&B program effectiveness, including the newly launched services, and support data-driven decision-making. Administration Services: Enhanced Service Delivery: Optimize administrative services to BUs by improving responsiveness, efficiency, and quality. Cost Optimization: Implement strategies to reduce administrative costs while maintaining or enhancing service levels. Process Automation: Identify opportunities for process automation and the use of technology to streamline administrative tasks. Supplement Tasks Project Management: Proven project management skills, including the ability to lead cross-functional HR projects and initiatives effectively. Compliance and Regulations : In-depth knowledge of HR regulations, labor laws, and compliance requirements, with a track record of ensuring HR practices align with legal standards Policy Development: Experience in identifying policy gaps, enhancing HR policies, and successfully implementing policy changes within an organization. Cost Optimization: Demonstrated ability to optimize HR service delivery costs while maintaining or enhancing service quality. Continuous Improvement: A continuous improvement mindset with a commitment to staying updated on HR best practices and industry trends, seeking opportunities to enhance HR operations continually. Conflict Resolution: Strong conflict resolution skills and the ability to handle employee relations issues effectively. The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.
Responsible for month-end close procedures including preparation of journal entries and balance sheet reconciliations for deferrals, prepaids, accruals, etc. Process financial close duties in a timely and accurate manner (including completion of all assigned balance sheet account reconciliations). Supporting the Auditor, Controller and other financial professionals in their duties as needed. Responsible for tracking and managing the inventory of a company. Work with and support the accounting team in day-to-day activities, special projects, and workflow process improvements. Work closely with multiple levels of organization and cross-functional teams, including but not limited to FP&A, Sales Ops, People Ops, Legal, Benefits team, etc. The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.
Key Purpose of the Job: Daily admin test assign by management Prepare reporting frameworks aimed at monitoring the sales performance at individual, center or country level under the guidance of Sales Manager Update the reports in a timely manner at the frequency determined by Sales Manager Publish the reports in the appropriate channels at the time determined by Sales Manager The sales admin must attend and prepare meeting minutes if the sales manager requests her to join the meeting on her behalf Training/ EC Club preparation as set by Sales Manager Prepare training materials and slide for training as request by Sales Manager Prepare power point deck for the monthly ECs Club training session During training, monitor and record the attendance of Education Consultants, and maintain the acknowledgment letters for training completion. Update ground rules as needed based on instructions from the Sales Manager Prepare documentation, certificate reward, materials order for sales team as needed Administration Support Coordinate with Finance Business Partner to prepare the administration budget. Monitor inventory of office supplies and the purchasing of new material with attention to budgetary constraints Manage the office supplies of all centers are well recorded, stored and distributed to the centers. Place the order for office supplies on time according to the purchasing policy and procedure. Make sure the orders are received correctly and in a timely manner. Manage the travel allowances for employee travel movement and claim back process. Make sure all claim back process with timely manner and align with travel and finance policy. Manage the Petty Cash and make sure it’s spent properly. Manage the employee facilities such as ferry, phone sim card, lift access card, employee ID card and locker assign. Make sure monthly bill payment (Ferry, Corporate Grab, ATOM Sim Card) of all centers and offices are submitted timely. Coordinate with HRBPs to arrange staff welfare events (such as kick-off, Annual Staff Party and seasonal events, etc. Coordinate with the facilities management team to ensure that all safety, security, and health regulations are always in place. Coordinate with stakeholders (such facilities management head, IT head, Direct Marketing Head, Myanmar Head of Marketing, etc.) to provide weekly/monthly billing report without failing to Head of Operation Prepare the overview center billing report and center expenses report and submit it to the Head of Operation according to the specific deadline.
Budgeting & Planning Create, manage, and review the annual strategic plan, establishment of KPIs and budget development process based on a zero-based budget approach. Work with the various departments to develop a yearly budget ensuring a high level of detail, accuracy, and holistic coherence. Work with relevant stakeholders to set monthly, quarterly, and yearly targets. Review rolling forecasts monthly, or more frequently based on changes to the business, the market, and the operating environment to help management make better decisions to reach company goals. Review weekly and monthly cash flow planning and forecasts. Develop business case proposals and plans for expansion projects and new opportunities. Management Reporting Review a monthly management reporting package to be presented during the management meeting. Attend the management meeting and be prepared to answer questions related to financial performance. Oversee performance management by working with the divisional manager to track them throughout the year. Track performance through charts, graphs, and tables monthly or more frequently if the portfolio business requires. Review with divisional managers, on a monthly basis, to ensure targets are on-track and opportunities for improvement are identified. Track the variance of actual operations against the budgets and forecasts. Investigate large or unusual variances to improve future forecasting and to safeguard the business. Analyze the portfolio business’s revenue mix and profitability by center, channel, product, customer, segment, and function. Monitor trends over time and proactively investigate any areas that stand out. Decision Making Support Develop analytical reporting tools and optimize them for user ease and database accessibility. Analyze historical financials by reviewing key financial ratios and tracking trends over time and against industry averages. Analyze and advise on pricing and promotion decisions, compensation schemes, and other financially sensitive matters. Review purchase requests, project expenditures and other expenses, and approve or reject requests based on the budget. Examine and evaluate the cost-efficiency of each department. Track trends over time, identify outliers and work to improve the portfolio business’s operating efficiency. Coordinate with divisional managers to provide financial support and make recommendations to ensure stable and cost-effective functions. Maintain close oversight of financial expenditures throughout any projects. Leadership Demonstrate strong leadership to facilitate management decision making. Establish and maintain strong relationships with management team and all functions by driving consensus and analyzing results and assumptions. Continually monitor industry developments, develop contacts in the industry and identify opportunities and threats to the business.