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JOB RESPONSIBILITIES:

Local Employee Lifecycle Management:
·
Manage Onboarding and Offboarding process and relating documents to ensure smooth and good experience.
·
Manage employee profile, including e-file and hard paper file.
·
Process voluntary and involuntary separations for in-scope employees, mitigating any potential risks and adhering to local legal requirements
·
Manage employee movement and contract management, including the updating / changing of personal and individual work data.

Time & Attendance Management:

• Manage employee leave of absence process, especially responsible for Attendance Management system-Dimension.
• Ensure that the necessary time & attendance procedures are in place, including procedures for monitoring and reporting on T&A.
• Ensure that line management are trained on their responsibilities with regards to T&A.

Employee & Labor Relations:

• Support people managers and employees with employee and labour relations issues (activities may include conducting investigations, managing appeals, addressing misconduct, issuing discipline, suspension, and / or termination)
• Provide guidance to the business on legislative requirements and its impact on the organization.
• Provide advice and support on performance improvement plans.

Talent Acquisition:

• Manage the full talent acquisition process for all high volume and grade 1 – 4 roles, including maintaining job requisitions, running talent acquisition events, proactively sourcing candidates and developing / maintaining candidate pools.
• Arrange and support induction and orientation initiatives for new employees.
• Coordinate probationary reviews with applicable line managers.

Learning & Development:

• Partner with HRBPs to support graduate and traineeship programs to support long-term recruitment needs, developing and owning a consistent scheme across all functions in the business
• Conduct and support function training in accordance with training plan

Reporting:

• Prepare plant/function labour reports and present to plant/function leadership.
• Report on EEC efficiencies in responsible area and make recommendations for improvement.

Service Delivery:

• Provide feedback on potential process and systems improvements to ensure service delivery is enhanced.
• Share insights and trends with key stakeholders to drive more effective / efficient HR customer service delivery.

• Support HRBPs in execution of strategic deliverables and change management initiatives

KEY QUALIFICATION & EXPERIENCES:

• 5+ year work experience, 3 years of experience as an HR Generalist
• Bachelor degree or above, good English speaking and written skill.
• Generalist HR knowledge; comprehensive HR policy and process knowledge
• Strong knowledge of employment-related laws and regulations
• Proven teamwork capabilities; strong relationship management and interpersonal skills
• Working knowledge of HR systems is beneficial, particularly Dimension and SuccessFactors