Senior HR (Kerinchi) #MSN

Job Scope 1. Talent Acquisition and Onboarding Partnering the business lines, collaborating closely with hiring managers to define job descriptions and requirements. Utilizes a variety of recruiting channels, including job boards, social media, recruitment agencies and employee referrals, to source and attract top candidates where speed is the essence. Conducts thorough screening of applications and resumes to shortlist the most qualified candidates for further consideration. Schedules and facilitates interviews, utilizing appropriate assessment methods to evaluate candidate suitability for our company culture and values. Manage the offer process by gathering market data and analyzing the data ensuring talents are remunerated competitively. Take ownership of the onboarding process to ensure new hires have a smooth and positive experience. Coordinates with various departments to ensure new hires have all the necessary equipment, resources, and access rights to perform their roles effectively. 2. HR Operations Manages day-to-day HR activities, including maintaining employee records and preparing HRrelated documents. Oversees employee lifecycle events, such as promotions, transfers, partner business heads in performance coaching and terminations, while ensuring compliance with company policies and legal regulations. Addresses employee inquiries related to HR policies, benefits, and other HR-related matters. Contributes to the development and implementation of HR policies and procedures to enhance efficiency and employee experience. Coaches the business line leaders and managers in performance management processes, compensation and remuneration programs, recruitment practices, and management decision making. 3. Talent Management Performance management – ensure complete cycle. Support the leaders in the process of identifying the ones that need or can be developed, who need extra help or coaching to excel and the ones who are at risk of being exited. Support the process of strengthening succession planning and capabilities and ensure that successors are in place for key leadership positions through the use of Talent Grids. 4. Learning and Development Supports the learning and development function by coordinating training programs and workshops. Run in-house mandatory workshops for new joiners. Identifies training needs and collaborates with subject matter experts to design and deliver relevant training content. Monitors the effectiveness of training initiatives and suggests improvements to enhance employee development. 5. Employee Engagement and Offboarding Be a champion for our employee engagement program. Develops and implements employee engagement initiatives, such as wellness initiatives to create a positive and inclusive work culture. Collaborates with the CSR department in implementing CSR initiatives. Ensure accurate and timely processing of offboarding payroll, including deductions, bonuses, taxes, and other payroll-related matters. Monitors employee satisfaction, conducts exit interviews to gather feedback and identify improvement opportunities and ensure all exit procedures are administered in accordance with local legislation. 6. Analytics Plays an analytical role by conducting research and consistently developing and enforcing HR procedures and policies. Analyzes business intelligence (BI) reports on key performance indicators (KPIs) and human capital trends within the business, using these insights to develop solutions for employee relations challenges. 7. Employee and Industrial Relations Demonstrates strong knowledge of industrial relations to foster and implement actions that promote employee relations harmony within the business. Collaborates with managers to resolve people-related issues, maintaining integrity, confidentiality, impartiality, and professionalism at all times. Manages performance issues to achieve positive resolutions that balance business needs, employee relations, and legal requirements. Provides coaching and guidance to the business, offering recommendations to management for resolving employee relations matters amicably. KNOWLEDGE, SKILLS AND ABILITIES Bachelor’s degree in human resources, Business Administration, or a related field from a recognized university. Minimum 8 years of experience in HR with 6 years as a HRBP. Good knowledge of HR policies, procedures, and local employment laws. Proven experience in talent acquisition, interviewing skills, talent management, engagement, and HR operations. Proven experience in Industrial Relations with successful closure of employee relation conflicts and disputes. Proficient in HRIS system, Microsoft Word, Microsoft Excel, and MS PowerPoint. Proficient in the English language, both verbal and written.