HR & Admin Executive

Development of The Human Resources Department  Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems.  Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.  Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams and community events support, company philanthropic giving, and benefits administration.  Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.  Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.  Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.  Establishes HR departmental measurements that support the accomplishment of the company's strategic goals.  Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.  Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.  Participates in executive, management, and company staff meetings and attends other meetings and seminars.  With the CEO, CFO, and community relations group, plans the company's philanthropic and charitable giving. Recruiting & Staffing  To develop an action plan and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a diverse workforce.  Interviews management and executive position candidates; serves as part of the interview team for position finalists.  Chairs any employee selection committee or meetings. Compensation & Benefit  Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.  Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superiors staff.  Monitors all pay practices and systems for effectiveness and cost containment.  Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.  With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings.  Leads the development of benefit orientations and other benefits training for employees and their families.  Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Employee Relation  Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.  Work together with management to communicate Human Resources policies, procedures, programs, and laws.  Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.  Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employee who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.  Conducts investigations when employee complaints or concerns are brought forth.  Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of the performance improvement process with non-performing employees.  Reviews, guides, and approves management recommendations for employment terminations.  Leads the implementation of company safety and health programs.  Reviews employee appeals through the company complaint procedure. HR Compliance  Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Malaysia Employment Act, 1955 and so forth. Maintains minimal company exposure to lawsuits.  Directs preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.  Protects the interests of employee and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk. Organizational Design  Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.  Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus group, one-on-one meetings, and intranet (drive/server) use.  Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.  Identifies and monitors the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.  Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.  Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.  Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. Employee Training & Development  Coordinate all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.  Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.  Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.  Assists departmental managers with the selection and contracting of external training programs and consultants, if necessary.  Assists with the development of and monitors the spending of the corporate training budget. Maintain employee training records. Human Resource Information System (HRIS) & Payroll  Attendance monitoring, leave tracking, clock in/out and etc is tracked and monitored closely.  Efficient calculation of salaries, wage-cuts, reimbursements, and generation of pay slips amounts to the role of HR Manager in Payroll Management; Payroll Panda or latest Payroll system by company.  Maintain transparency and provide the employees with information as and when asked.  Ensure not only accurate calculations of salaries but also timely transfer of the same.  also have an obligation towards exiting employees in settlement of dues and compensations.  Manages the development and maintenance of the Human Resources sections of both the company website, particularly recruiting, culture, and company information; and the employee Intranet, wikis, newsletters, and so forth.  Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization. Administrative  Point person for maintenance, mailing, supplies, office equipment, bills and errands  Organize and schedule meetings and appointments  Maintain office policies as necessary  Coordinate with management on all office equipment  Coordinate with Finance and manage relationships with vendors, service providers and landlord, ensuring that all items are invoiced and paid on time  Manage contract and price negotiations with office vendors, service providers and office lease  Provide general support to visitors  Responsible for creating PowerPoint slides and making presentations  Manage executives’ schedules, calendars and appointments  Responsible for managing office services