HR Manager (Negotiable)

Benefits:
• Annual leave, maternity leave/paternity leave
• Seniority
• Annual staff party
• Public insurance (NSSF)

Job Description
1. Human Resources Management
A. Recruitment, Selection and Orientation
- Devise a recruitment plan with sufficient information from hiring departments.
- Discuss with concerned managers to identify internal candidate for vacancies if not available internally advertise the position externally.
- Maintain close relationship with external HR Professionals and employment agencies to source variety of candidates.
- Lead team to review applications, screen and shortlist the candidates either in hard and soft copies.
- Assigned team to Schedule the interviews by appointing both recruitment committee and the shortlisted candidates.
- Assess the candidates and Assign HR Team to conduct Background and Reference Check of most preferred candidates, and discuss with committee and senior management to select candidates.
- Negotiate terms and conditions along with Job offer. Follow up the recruitment status and update to senior management.
- Assign key person to conduct orientation and induction training to incoming recruits.
- Assuring recruitment time line according to approval policy.

B. Compensation and Benefits
- Keep researching applicable benefits including leaves, allowances and subsidies, health and life insurances, accident insurance, short-term and long-term disability insurance etc. provide employees as per approved by senior management accordingly for wellbeing and job satisfactions of the employees
- Review the set benefits and wages or pay structure from time to time and propose a competitive update in comparison to good practice across the sector and job markets.
- Recommend or propose and debate appointment and promotion to for fair treatment and exceptional treatment to prominent probationer(s).
- Observe and survey the working environment and take corrective and improvement actions or seek advice and approval from senior management if deemed necessary.

C. Training and Development
- Work closely with concerned managers to ensure incoming recruits receive proper On Job Training (OJT).
- Design, direct the inclusive training programs for employees ‘capacity development and adaptability.
- Look for, coordinate, support or work with concerned managers to determine the appropriate training course to meet required standard in the sector.
- Enrich the entire workplace with principle of moving forwards, which requires completive skills consistent with upgrading labor markets.

D. Performance Management
- Identify the potentials of each employee in order to align him/her with company’s goal/objectives or to determine promotions, raises, mutations, job rotations.
- To find out areas for improvement on individual employee in order to help him/her to perform better or request knowledge or skill transfer from him/her to other potential colleagues.
- Require concerned managers to set probationary appropriate terms and conditions or key performance indicators to substantiate incoming recruits ‘qualification.
- Work with concerned managers to place low performer(s) on performance improvement plan (PIP).
- Set the approved performance appraisal standards to evaluate employees as transparently as possible.
- Plan for management succession planning where deemed necessary.

E. Human Resources Policies, Standard Operation Procedures (SOP) and Compliance
- Formulate recruitment policy, recruitment procedure, HR related policies and forms for leaves, allowances, subsidies or sponsorship, scholarship, training, succession plan etc.
- Review HR related policies and forms from time to time and update them appropriately in response to the ever-changing job market situation.
- Declare monthly In-Out personnel movement to Ministry of Labor and Vocational Training.
- Keep searching new updates of related regulations from Ministry of LVT and other concerned company to ensure high compliance and good standard.

F. Confidentiality
- Manage and maintain sensitive and confidential information, ensuring it is handled securely with the organization's policies and procedures.

G. Resolve staff issue
- Counselling employee grievance, complaining, demanding, and finding breakthrough for solution.
- Enforce working discipline, internal rule and prejudge misconduct action, resolve workforce dispute and foster reconciliation.
- Doing response proactively to staff misconduct by conduct disciplinary action and execute warning or termination.
- Build staff retention strategy, minimize staff turnover rate, downsizing phenomena or related issues.

H. Develop HR Reports
- Enhance working methodology by reviewing and develop HR comprehensive report such as headcount, payroll, staff onboarding & offboarding, KPI, announcement, requesting letter, mission, attendance & leave, policy and procedure etc.

I. Develop & leading KPI
- Establish clear methodologies for data collection, calculation, and reporting of all HR KPIs.
- Design, develop, and maintain HR KPI dashboards and recurring reports that provide real-time or regular visibility into HR performance.
- Act to handle HR data, analytics, and KPIs, providing guidance and lead the HR team and business stakeholders.
- Ensure the accuracy, integrity, and timely delivery of all HR KPI reports.

J. Other job assigned

语言要求：English (Good)