Position Summary:

The position is responsible for overseeing the development of strategies, competencies, and programs for the smooth functioning of the company. Furthermore, the incumbent is also required to supervise the hiring of replacements, monitor budgets, and provide approvals for various programs and policies.

Duties and Responsibilities:

1.           Approve requests for job creation and shortlist candidates for respective roles by first ensuring the position is vacant. Asses the candidate upon the finalization of sourcing and shortlisting as well as provide the offer letter to the selected candidate.

2.           Provide approval to procure replacements for Approved Positions for all other Management Staff including Supervisors and accord an Offer/Confirmation to the selected candidates.

3.           Develop an Employee Sourcing Strategy in line with Business and HR Plans, Recruitment & Selection Policy, and Annual Recruitment Budget.

4.           Implement an Employee Onboarding / Orientation Programs of respective Locations for all Management Staff.

5.           Oversee the development of the job analysis framework and job description templates. Ensure the maintenance of job descriptions and verify if they are in line with the business objectives and process changes.

6.           Communicate with business partners upon the deputation of employees and communicate with HR business partner, IR Executive or Concerned Department on the transfer of employee to HR operations.

7.           Formulate an Employee Disciplinary Actions Policy and process to cater to Employee Disciplinary Actions Process.

8.           Issue an Employee Inquiry Notice to the employee against whom the complaint/offence is launched. Warrant for Separation action in case decision is taken to dismiss the employee.

9.           Ensure Annual Code of Conduct Signoffs by Employees and the implementation of Employee Code of Conduct & Ethical Compliances.

10.        Develop an Annual Learning Plan, Budget as well as Learning Programs (Courses/Content) for all locations. Monitor the Learning/Training expenses.

11.        Implement Management Trainee and Trainee Engineers Programs as well as develop Employee Engagement Programs for each location (covering employee recognition and awards, events, open employee feedback, etc.).

12.        Implement Periodic Employee Awards / Events for each location. (like Employee of the Month) as well as gifts/giveaways for employee’s special occasions.

13.        Provide approval for Voluntary Termination (Resignation or Retirement) Process and Involuntary Termination due to misconduct or performance issues for all Management Staff including Supervisors.

14.        Carry out performance appraisal process, approve leaves and identify the compensation gaps. Design employee development plans as well as provide support and guidance to the subordinates.

15.        Supervise the competition of performance cycle, ensuring that employee level KPIs are in line with business strategy and objectives.

16.        Develop/Change Behavioural & Technical Competencies as well as conduct Training Needs Analysis for each location.

17.        Implement a competency framework geared towards achieving the organization’s business objectives.  Ensure competency framework spans the depth and breadth of the organisation.

18.        Provide guidance in the generation and implementation of different employee development programs (i.e. Leadership Development, Management Development, etc.)

19.        Verify the maintenance of Employee Records of all Management Staff including Supervisors and Workers as well as guarantee the issuance of routine HR Communication (Memos, letters, circulars, etc.) to Employees.

20.        Superintend payroll systems, track key HR  metrics like retention rates and cost per hire of the employees and oversee the development of the departmental budget.

21.        Oversee the conduction of surveys to identify staffing and recruitment needs for the development and execution of best practices by the hiring and talent management team.

22.        Identify the company’s needs to create and implement an efficient talent acquisition strategy to improve recruitment and business performance.

23.        Supervise the creation of content/drafts of advertisements/circulars