1. Recruitment and placement of operations and field-based employees
- Process and monitor all recruitment requests or requirements for office-based employees in an effective, efficient, and timely manner
- Establish a recruitment, testing, and interview program
- Prepare and ensure accurate employment contracts
- Maintain up-to-date recruitment report, talent database, and all related staffing communications
- Conceptualize and improve recruitment tests and evaluation of applicants’ capability on the job
- Project annual recruitment expenditures for budgetary consideration and control
2. Record Management
- Maintain up-to-date 201 files (hard and soft copies)
- Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisal, and absenteeism rates
3. HR Plan, Policies, and Procedures
- Identify, design, and implement strategic HR programs, as and when required
- Prepare and implement the annual HR Plan to support the overall objectives of the companies
- Develop and maintain HR policies and procedures. Ensure that all employees are aware of the policies and procedures
- Ensure that company handbooks are comprehensive and up to date
4. Organizational Development and Strategy
- Conduct organizational climate assessment. Gather information on and understand business requirements
- Diagnose desired culture and style
- Envision new tools and systems as well as future needs
- Identify obstacles, readiness for change
- Communicate vision
- Adjust the system for buy-in and engagement
5. Employee Relations (policy and regulatory compliance, employee counseling, organizational climate)
- Guide, coach, and support team leaders on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, performance management, etc.)
- Manage investigations, disciplinary and grievance matters to develop appropriate procedures and policies to address grievances and discipline
- Provide counseling and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirement of the company policies, best practices, and employment laws
- Conduct exit interviews to identify reasons for employees' resignation or exit to improve the company’s image and development
- Represents the company at personnel-related hearings and investigations
- Ensure company compliance to labor laws and applicable government regulations
6. Compensation
- Lead the annual salary review process
- Gather and analyze market data to measure the competitiveness of the company’s compensation package and make recommendations as appropriate
- Maintain a pay structure by conducting pay surveys, scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions, recommending, planning, and implementing pay structure revisions as needed
7. Performance Management Process
- Identify the key elements of –
- a performance appraisal/development system that will support coaching
- a coaching system and practice that will support and sustain individual performance improvements
- Establish how these elements can be combined to create a performance management cycle
- Consider barriers and obstacles regarding the performance management cycle
- Establish a performance appraisal/development checklist
- Identify the resources necessary to create and sustain the program
- Identify change management strategies that will support the development and introduction of the program
- Consider how an Employee Survey and Feedback will support the Performance Management Process
