KEY RESPONSIBILITIES
PLANNING and TALENT ACQUISITION
-Liaison with other functional/departmental heads to understand all necessary aspects and needs of HR
development and design/develop the HR objectives to optimize the human capital in the country. Ensure
that all stake holders are fully informed of HR objectives, purpose, and achievements.
-Involve and provide accurate and updated data to finance department for the budgeting process regarding
the people cost of compensation& benefits, recruitment, and training.
-Manage selection/recruitment/onboarding of both for staff and blue collared talent.
-Proactively plan with manufacturing/production management the required headcount and ensure the
trained manpower is available all the time. This requires the efficient management of recruitment and
training centers to bring the talent on the floor.
-Design and develop road maps to enhance employee branding in the respective countries.
COMPENSATION and BENEFITS
-Manage the compensation and benefits function to ensure company offers competitive salaries and perks to
attract and retain the talent. This requires yearly benchmark studies to check the market.
-Manage the payroll cycle and implement employee benefits as per rules of the Company.
-Implement and enforce salary classification and compensation programs. Ensure all compensation activities
are compliant with the pay administration guidelines.
-Keep a check on labor costs and monitor overheads including overtime and other payroll costs.
TALENT and PERFORMANCE MANAGEMENT
-Identify critical positions within the business and create a succession plan in consultation with senior
management and Corporate HR which will also include personal development plans with a proper review
mechanism in place.
-Ensure timely performance appraisals of all Staff/Operatives so that their career growth and rewards are
aligned to the objective performance management system of the Company
-Maintain harmonious employee relations and work with Regional and Corporate HR to maintain high levels
of engagement to implement inclusion and recognition programs.
-Identify technical and other behavioral training needs in consultation with the Department Heads. Prepare
the training plan and coordinate the training activities within the budget.
-Enhances department’s HR expertise through continuous job shadowing and HR theme specific meetings.
HR GOVERNANCE
-Review and action on all disciplinary cases and manage and coordinate organizational compliance and
disciplinary proceedings of employees
-Ensure the organization charts and job descriptions are continuously updated whenever there are changes
in the business and organization
-Implement HR policies and procedures and ensure all HR members are knowledgeable about them.
COMMUNICATIONS
-Work with executive leadership to develop effective internal communications (between and among
management and employees). Manage internal communication projects such as employee surveys, CSR
participations, engagement campaigns and management meetings, committees.)
-Support management by providing human resources advice, counsel, and decisions; analyzing information
and applications.
-Report to senior management by analyzing data and using HR metrics as shown in the KPI section via HR
dashboard.
-Guide management and employee actions by researching, developing, writing, and updating policies,
procedures, methods, and guidelines; communicating and enforcing organization values.
-Chair weekly HR meetings to ensure all is updated and guided properly.
-Facilitate the Steering Committees in their countries.