HR Manager

Accountabilities: 

 Organization Development

• Develop organizational design and development strategies based on business goals, leading the performance management process.
• Drive business transformation and change management processes to improve business performance.
• Lead and initiate the development of innovative organizational development and learning and development projects, programs, initiatives, and budget plans for developing people and culture, managing change, employee engagement, talent management, leadership capability, and all employee development-related initiatives.
• Promoting the brand and people's culture and values, developing and implementing strategies to continuously enhance a practical employee experience that helps attract, retain, and engage the right talents
• Improve and implement the administration and communication of the performance management framework in the entire organization.
• Develop and execute a career and development roadmap for all job levels as a retention and engagement strategy.
• Automate HR processes to increase the efficiency of the HR team, allowing the HR team to be developed as subject matter experts.

 Talent Acquisition

• Formulate, plan, and execute the HR workforce strategy to manage the whole operation.
• Conduct manpower planning by analyzing, forecasting, and planning the workforce and demand, assessing gaps, and Ensure selection tools for hiring the right people with the right skills in the right places at the right time.
• Use a recruitment strategy to create a channel of prospective candidates, such as an employer's brand initiative project.

 Compensation and Benefits

• Monitor and oversee the operation of compensation and welfare; provide consultation and assist top management to solve issues concerning payroll, compensation, welfare, etc.
• Manage data for payroll processing on a monthly and yearly basis by working and coordinating with employees, supervisors, and line managers to get all concerned payroll information on time with accuracy of payment.
• Review the compensation and benefits scheme by benchmarking with the market to ensure a competitive package, effectiveness, and alignment with market practice.
• Provide the remuneration package proposal for the successful candidates and the promotion of the employees by evaluating the job to ensure internal equity and external competitiveness.
• Prepare management reports and analysis data as requested or assigned by a direct superior to give the overall picture with details to management for further decision-making.

 HR Information System

• Develop and manage the generation of HR and people reports from the collected data and communicate results to the people concerned.
• Develop and manage HRIS, effectively utilize information generated by the system, and provide people concerned with HR with up-to-date data and information.
• Ensure employee and HR data and records are kept up-to-date and confidential.

 Qualifications:

• Bachelor’s degree or higher in industrial and organizational psychology, business administration, marketing, or any other related field
• Minimum 5-10 years of experience in the overall HR function and minimum 3-5 years of experience in a management position
• Tech-savvy, proactive, creative, data-analytical, interpersonal, and communication skills
• Strong emphatic leadership with a "can do" attitude, practical creativity, and a strong determination and commitment to deliver results
• Good command of both spoken and written English.
• Connect well with other people with an outgoing, mature and trustworthy personality.