Responsibilities

Provides practical, consistent, and proactive support.
To direct and advice to other division managers on HR procedures, policies, best practices,
employment rewards, benefits.
Legislations to facilitate in achieving the objectives and targets of the company.
This position performs and supervises human resources management activities related to hiring, recruitment, training, compensation, promotion, termination, career development, and retirement.
In addition to follow the policies and procedures, principal accountabilities of the company.
Define and communicate broad corporate HR mission and values, in coordination with Top
Management
Define and communicate HR strategy ensuring alignment with corporate strategy.
Develop and refine organizational competencies for all employees.
Support Heads of Divisions in the implementation of HR processes including selection and
recruitment, training and development, performance appraisal and succession planning.
Lead organizational transformations where appropriate and secure commitment to changes.

Training and Development Role

Define and communicate the strategy for Training & Development of staff.

Investigate training & development options for employees and ensure training strategy is in

line with the organizational competencies.

Compensation and Benefits Role

Develop relevant HR compensation & benefits policies and practices in line with market
pay and business strategy.
Develop surveys, conduct research and benchmark data for developing compensation and
benefits levels and practices.
Develop and design pay programs including pay grades, performance incentives and
bonus plans where applicable.
Monitor and respond to legislature / regulatory changes in compensation matters.
Provide general and industry specific market-based salary surveys for continuously improving internal pay programs.
Generate reports and maintain records for compensation and benefits administration
Assist payroll in processing salary payments.
Define and communicate corporate remuneration strategy and ensure that there is a link between work behaviors / results and remuneration.

Recruitment and Selection Role

Define processes and policies for the recruitment of staff, ensuring the company’s recruitment the best staff in an unbiased way. In case the need arises for a new resource in the company, develop / map the right job.
Preparing for the company’s profile with the right level of competencies and forward the profile to the Head of Division for approval.
On the date of the interviews, meet with each candidate and conduct the pre-screening interview to assess whether the candidate should proceed to the formal interview.

Employee Relations Management Role

Develop and communicate corporate employee relations strategy.
Audit practices and procedures for compliance with legislative and regulatory requirements and recommend employee relations policies, procedures and processes.
Train division and middle managers regarding HR policy compliance and contract administration issues to ensure compliance with labor agreement.
Deal with complaints and provide dispute consultation and support.
Conduct investigations with appropriate individuals.
Ensure responses to employee concerns are provided in a timely and emotionally intelligent manner.
In case of need for termination, prepare for employee termination by compiling all evidence of underperformance and the necessary legal clearance papers.

Performance Management Role

Define processes and policies for the performance appraisal of staff, ensuring
employees are appraised more frequently.
Define strategy and policy for performance appraisal (minimum frequency, balance
between behavior / results, appeals).
Ensure that promotions are announced organization-wide.