HR Generalist

1. Recruitment and placement of operations and field-based employees

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

2. Record Management

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

3. HR Plan, Policies, and Procedures

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

4. Organizational Development and Strategy

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

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

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

6. Compensation

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

7. Performance Management Process

• Identify the key elements of –
• a performance appraisal/development system that will support coaching
• a coaching system and practice that will support and sustain individual performance improvements
• Establish how these elements can be combined to create a performance management cycle
• Consider barriers and obstacles regarding the performance management cycle
• Establish a performance appraisal/development checklist
• Identify the resources necessary to create and sustain the program
• Identify change management strategies that will support the development and introduction of the program
• Consider how an Employee Survey and Feedback will support the Performance Management Process

Qualifications

• Graduate of Psychology, Human Resource Management
• Preferably with proven working experience as HR Generalist
• Knowledgeable in Microsoft Office applications
• Skills: supervisory, team building, problem-solving, basic counselling, negotiation
• Effective verbal and listening communication skills