တိုင်ကြားမှု အောင်မြင်ပါသည်

HR strategy and leadership

• Prepare and carry out an HR plan aligned with business priorities, department needs, and available resources.
• Advise leadership on organizational structure, workforce capacity, role clarity, and people risks.
• Lead, coach, and review the HR team’s work. Set standards for responsiveness, confidentiality, documentation, and follow-through.
• Present relevant people matter, proposed solutions, and progress updates to leadership.

Recruitment and workforce planning

• Work with department heads to define vacancies, role requirements, selection criteria, and hiring priorities.
• Oversee sourcing, interviews, selection, offers, and onboarding.
• Help managers plan for critical roles, internal development, and succession.
• Review recruitment results and improve the process when hiring is slow or new hires are not meeting role expectations.

Performance and development

• Establish clear processes for setting objectives, reviewing performance, giving feedback, and addressing underperformance.
• Support managers in having timely, constructive performance conversations.
• Identify skill gaps and coordinate practical training and development.
• Help create development paths for employees with the capability and interest to take on greater responsibility.

Employee relations and culture

• Provide fair, consistent advice on grievances, conduct, discipline, and other sensitive employee matters.
• Promote professional conduct, respectful communication, and accountability across departments.
• Listen to employee concerns, identify recurring issues, and recommend workable improvements.
• Support managers and employees through organizational changes.

Policies, operations, and compliance

• Maintain clear HR policies, procedures, job descriptions, employment documentation, and personnel records.
• Oversee attendance, leave, onboarding, offboarding, and other HR processes.
• Coordinate accurate payroll inputs and compensation matters with Finance.
• Keep HR practices aligned with applicable Myanmar employment requirements and obtain specialist advice where necessary.
• Handle employee information securely and restrict access to those with a legitimate business need.

People reporting

• Track useful measures such as vacancies, time to hire, turnover, attendance, and completion of performance reviews.
• Explain what the data shows, identify issues early, and recommend actions to leadership.

• Broad experience in recruitment, HR operations, performance management, employee relations, and policy development.
• Demonstrated experience leading people and advising senior management.
• Strong understanding of Myanmar employment practices.
• Ability to balance employees’ concerns with the company’s operational needs and apply policies fairly.
• Strong communication, negotiation, problem-solving, and documentation skills in Myanmar and English.
• High integrity and discretion.
• A relevant degree or professional HR qualification is preferred. Experience supporting creative, technical, project-based, or service teams is an advantage.