Reporting Directly reports to the Managing Director and Chief Executive Officer.Has matrix reporting line to..
Reporting
Directly reports to the Managing Director and Chief Executive Officer.
Has matrix reporting line to Regional HR and Corporate HR head based in Geneva Switzerland.
Primary Responsibilities
Responsible for the overall direction, management, and control of all HR services.
Has management control over all HR areas such as talent acquisition, compensation and benefits, talent development and management, organization development, HR information system, and labour relations.
Serves as part of the executive management team and has significant involvement in planning for broad issues affecting the business. Has approval authority on Hr matters affecting the entire organization.
Handle payroll processing for executive and confidential employees
Specific Responsibilities
Strategic Planning. Part of the Executive Management Team who sets business direction, goals, strategies, and interventions for implementation. Responsible for conceptualizing, recommending, and implementing HR policies and programs that will help drive overall business results.
Talent Acquisition. Management of recruitment process at all levels, implementation of adequate tools, selection of effective recruitment intervention, building of relationship with recruitment agencies. Recruit competent persons to allow good functioning of the business.
Talent Development and Management. Spearhead the conduct of Training Needs Analysis; designs, recommend, and implements training & development policies and programs aligned to attainment of business goals. Designs and facilities behavioural training programs. Design, conceptualizes, recommends, and implements Talent Retention Strategies and Programs.
Organization Development. Identify, conceptualize, and implement various interventions appropriate to help drive the organization towards its goal. This may include, but not limited, Change Management, Teambuilding, Focus-Group Discussions, Career Management, among others.
Performance Management. Customization and implementation of SGS Group performance management process and tools. Training of Management and staff on the how to use the process effectively.
Human Resource Information System (HRIS). Ensures that the HRIS is aligned and able to produce manpower executive summaries that are able to support and guide the strategic directions of the company. The software should also be properly configured and maximized in automating HR-related processes. Specifically, the HRIS should be used to improve the productivity of HR Staff, reduce processing turn-around time and produce quality HR services in the various HR functions.
Social Relations. Nurture a good relationship with social partners and contribute to the good image of the company in the economic environment.
Budget Management. Preparation of the Personnel Cost budget for the whole operations evaluated against business condition and other external economic indicators. Preparation of the HR department’s budget and provide support to manpower budget for the other departments.
Administration. Conceptualize, design, and implement HR policies, procedures, and guideline communication to all employees taking into account SGS Group guidelines, Philippine legislation and union’s requirements.
Communication. Contribution to a good communication with SGS (Country).
