Ø Strategic workforce planning: Ensure the company’s workforce has the right size, shape, cost, and agility for the future

Ø Succession Planning: Select and develop key talent to ensure there are talents to fill critical roles.

Ø Conduct weekly or bi-monthly meetings with business leaders and provide HR advice where necessary

Ø Be up-to-dat

• Oversee the entire recruitment process, from sourcing and screening to interviewing and negotiating offers.
• Manage the candidate experience to ensure a positive and engaging journey from the first contact to onboarding.
• Work closely with hiring managers to support recruitment for various positions throughout the region.
• Employ diverse sourcing methods, including direct outreach and cold calling, to attract top-tier candidates.
• Build and sustain a robust candidate pipeline, keeping qualified individuals engaged for both current and future roles.
• Keep track of recruitment data, systems, and reports, regularly monitoring pipeline activities to share with internal stakeholders.
• Apply effective project management techniques to ensure the timely and successful execution of recruitment initiatives.

• Partner with business leaders to foster the development of new capabilities, competencies, and skills, while nurturing a culture of continuous learning and innovation.
• Design, implement, and manage Training & Development (T&D) programs and initiatives that align with organizational goals for capability building and lifelong learning, while addressing current skill gaps in the workforce.
• Oversee the management of learning resources and budget, utilizing learning analytics and reports to identify opportunities for better utilization.
• Stay up to date with emerging trends, adopting innovative practices, technologies, tools, and methodologies in T&D.
• Performance Coaching & External Collaboration: Provide guidance to line managers on performance improvement through targeted training, and collaborate with external training providers to enhance skill-building and leadership development programs.

• Program Development: Support the design and execution of compensation and benefits programs that align with the organization’s strategic objectives.
• Market Analysis: Perform salary benchmarking and market analysis to ensure competitive compensation offerings.
• Salary Survey: Contribute to salary surveys and take ownership of managing one or two specific salary survey windows.
• Variable Bonus: Assist in the implementation of variable bonus schemes, following global guidelines to attract and retain top talent.
• Data Analysis: Analyze employee data and generate reports to guide management in strategic decision-making.
• Additional Reward Projects: Assist with other reward-related initiatives and tasks as required.

• Oversee the entire recruitment process, from sourcing and screening to interviewing and negotiating offers.
• Manage the candidate experience to ensure a positive and engaging journey from the first contact to onboarding.
• Work closely with hiring managers to support recruitment for various positions throughout the region.
• Employ diverse sourcing methods, including direct outreach and cold calling, to attract top-tier candidates.
• Build and sustain a robust candidate pipeline, keeping qualified individuals engaged for both current and future roles.
• Keep track of recruitment data, systems, and reports, regularly monitoring pipeline activities to share with internal stakeholders.
• Apply effective project management techniques to ensure the timely and successful execution of recruitment initiatives.

1. 招募與入職管理

○ 制定並執行招聘策略，以吸引和聘用合適的人才。

○ 管理招聘流程，包括職位發布、篩選簡歷、面試安排和候選人評估。

○ 協助新員工入職，包括合同簽署、入職培訓和必要的背景調查。

2. 員工關係

○ 維護並促進良好的員工關係，解決員工問題和糾紛。

○ 設立並管理員工滿意度調查和其他反饋機制。

○ 組織和參與公司內部活動，以提高員工士氣和團隊凝聚力。

3. 培訓與發展

○ 設計並實施員工培訓計劃，以提高員工技能和知識。

○ 評估員工的發展需求，並提供相應的職業發展機會和資源。

4. 績效管理

○ 制定並管理員工績效評估系統，確保員工目標與公司目標一致。

○ 提供建設性的反饋和改進建議，協助員工提高工作表現。

Ø Manage the full spectrum of HR functions, including recruitment, compensation and benefits, employee relations, performance management, etc.

Ø Responsible for the full cycle recruiting process from determining the hiring needs, sourcing candidates, conducting interviews, extending job offers and on-boarding procedures

Ø Familiar with C&B operations, including monthly payroll calculations, taxation, insurances, other payroll-related assignments

Ø Maintain the attendance system, ensure the smooth operation and accuracy of attendance records

Ø Develo

.

 Provide HR Operational Delivery to Leaders and GM.

 Manage and co-ordinate key Global HR process.

 Support Learning and Development across employees.

 Annual Performance Review and performance management.

 Provide proactive and caring HR service to employees.

 Identify and highlight solutions to any concerns.

 Employee Relations.

 Recruitment Process.

 Employee Engagement and Wellbeing.