HR Generalist

• Recruitment and placement of operations and field-based employees

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Process and monitor all recruitment requests or requirements for office-based employees in an effective, efficient, and timely manner
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Establish a recruitment, testing, and interview program
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Prepare and ensure accurate employment contracts
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Maintain up-to-date recruitment report, talent database, and all related staffing communications
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Conceptualize and improve recruitment tests and evaluation of applicants’ capability on the job
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Project annual recruitment expenditures for budgetary consideration and control

• Record Management

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Maintain up-to-date 201 files (hard and soft copies)
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Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisal, and absenteeism rates

• HR Plan, Policies, and Procedures

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Identify, design, and implement strategic HR programs, as and when required
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Prepare and implement the annual HR Plan to support the overall objectives of the companies
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Develop and maintain HR policies and procedures. Ensure that all employees are aware of the policies and procedures
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Ensure that company handbooks are comprehensive and up to date

• Organizational Development and Strategy

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Conduct organizational climate assessment. Gather information on and understand business requirements
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Diagnose desired culture and style
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Envision new tools and systems as well as future needs
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Identify obstacles, readiness for change
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Communicate vision
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Adjust the system for buy-in and engagement

• Employee Relations (policy and regulatory compliance, employee counseling, organizational climate)

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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.)
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Manage investigations, disciplinary and grievance matters to develop appropriate procedures and policies to address grievances and discipline
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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
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Conduct exit interviews to identify reasons for employees' resignation or exit to improve the company’s image and development
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Represents the company at personnel-related hearings and investigations
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Ensure company compliance to labor laws and applicable government regulations

• Compensation

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Lead the annual salary review process
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Gather and analyze market data to measure the competitiveness of the company’s compensation package and make recommendations as appropriate
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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

• Performance Management Process

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Identify the key elements of –
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a performance appraisal/development system that will support coaching
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a coaching system and practice that will support and sustain individual performance improvements
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Establish how these elements can be combined to create a performance management cycle
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Consider barriers and obstacles regarding the performance management cycle
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Establish a performance appraisal/development checklist
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Identify the resources necessary to create and sustain the program
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Identify change management strategies that will support the development and introduction of the program
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Consider how an Employee Survey and Feedback will support the Performance Management Process
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Graduate of Psychology, Human Resource Management
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Preferably with proven working experience as HR Generalist
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Knowledgeable in Microsoft Office applications
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Skills: supervisory, team building, problem-solving, basic counselling, negotiation
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Effective verbal and listening communication skills