HR Generalist
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
Graduate of Psychology, Human Resource Management
Preferably with proven working experience as HR Generalist
Knowledgeable in Microsoft Office applications
Skills: supervisory, team building, problem-solving, basic counselling, negotiation
Effective verbal and listening communication skills