Human Resource Management at KateWorthington

Our client is a Top Consulting firm and partner and consulting enables to serve as a true partner for clients in realizing corporate transformation.

We are looking for The role of HRM practices and manage the people within a workplace to achieve the organization's mission and reinforce the culture . When done effectively, HR managers can help recruit new professionals who have skills necessary to further the company's goals as well as aid with the training and development of current employees to meet objectives.

Position: Human Resource Management (100K)

Summary & Responsibilities

Overall HR Operations Planning:

• Plan, develop, organize, implement, direct and evaluate the HR operation quality and performance.
• Develop an annual HR management and operation strategy and plan and continuously improve quality and efficiency of HR operations year on year. Set KPIs and implement tracking/monitoring process or systems and identify areas/needs for improvements.
• Track and monitor the existing HR operations budget and expenses, analyze the actual vs. planned, and make recommendations/suggestions for better ROI and cost efficiency.

HR Policy and Process:

• Be responsible for researching, developing, writing and updating policies, procedures, methods and guidelines; communicating and enforcing organization values.
• Keep up with the updates of legislative requirements and proactively plan and respond to the change requirements in HR policies and processes for company
• Develop and implement initiatives to drive and sustain the Performance Management Process.
• Analyze status quo, develop initiatives and educate the organization to use the tool successfully.
• In partnership with Business Unit (BU) leaders and HR Lead, help any Career Development initiatives and provide support to Counsellors as needed.
• Plan and conduct onboarding programs in partnership with Talent Acquisition team and TCG. Develop tailor-made onboarding plan for individuals as needed.
• Be responsible for offboarding process including exit interviews. Gather feedback from exit interviews and conduct analysis for insights and findings for further improvement in retention and HR strategy.
• Provide human resources advice, counsel and decision-making to managers/leaders in employment and HR related enquiries. Address employees queries (e.g. on compensation and labor regulations)
• Counsel managers/leaders on complex people issues. Mediate conflict between managers and employees.

Compensation & Benefits:

• Responsible for driving the pay for performance philosophy in a company .
• Project manages the annual salary review process. Support and consultant in day-to-day business on banding/levelling, market data and market pricing, etc. considering local legal requirements and negotiation and consultation requirements.
• Regular coaching for BU leaders and managers on Compensation and Benefit, as needed.
• Participation in salary surveys and other C&B studies as needed. Regular review of market competitiveness of the C&B elements through dedicated benchmark studies in the industry and the region. Analysis of results and, if necessary, implementation of corrective actions where required.

HR data management and HRIS:

• Be responsible for managing and administering the HR data accurately.
• Manage Leave system and track the accurate data.
• Keep up with the updates of legislative requirements and proactively plan and respond to the change requirements in employee data and confidential information.
• Provide regular HR reports such as total headcounts, attrition, new hires, etc.
• Lead and be involved in any HRIS planning and implementation. Champion the accurate and consistent operation of HRIS and operations.

HR administrations and Employee Self-services:

• Be responsible for design and roll-out of any HR administrative processes
• Promote employee self-services through continuous communications; prepare and launch platform for employee self-services. Maintain the employee portal.
• Partner with other PO function such as Executive Admins in processing VISA and work permits for expats.

Employee Engagement:

• Work closely with MD, BU leaders and other functions in developing effective employee communication through various channels and activities and ensure alignment of the organization in key initiatives.
• Lead the Employee Engagement Survey and follow-up on action plans for area of responsibility.
• Collect and analyze data from Engagement Surveys and create action item with functional leaders for further improvement. Monitor actions to improve employee engagement.
• Drive roll-out of any existing and new employee communication and other culture initiatives in partnership with leaders and employees.

Requirements:

• Minimum 5 years of experience in HR Generalist or relevant areas.
• Proficient use of Microsoft Office (Intermediate skill of Excel) or related applications
• English proficiency both in writing and speaking
• Demonstrate ability to work independently or minimal monitoring
• Ability to deliver task to a high quality