Strategic Workforce Planning and Budgeting
Annual Budgeting & Manpower Planning : Lead the development of the annual budget and manpower planning to align workforce requirements with business goals.
Resource Allocation : Collaborate with department managers to ensure an efficient flow of resources across the organization, meeting specific departmental needs.
Succession Planning : Drive the development of a comprehensive succession plan to ensure leadership continuity and minimize disruptions.
Manpower Cost Management
Staff Cost Optimization : Oversee the management of staff costs, ensuring competitive remuneration packages aligned with market standards, while adhering to budgetary constraints.
Compensation & Incentive Schemes : Develop and implement effective employee increment and bonus schemes to maintain high employee morale and engagement.
Employee Benefits & Compensation
Compensation Strategy : Lead HR projects related to compensation planning, market benchmarking, and periodic reviews to ensure internal equity and external competitiveness.
Benefits Program Effectiveness : Evaluate the impact of employee benefits programs and propose improvements based on employee feedback and industry trends.
HR Metrics : Track key HR metrics, including cost-per-hire, retention rates, and market compensation comparisons to ensure optimal workforce planning.
Wellness & Recognition Programs : Oversee employee wellness initiatives and recognition programs to foster a positive organizational culture.
Recruitment & Onboarding
Timely Recruitment : Ensure that staffing needs are met promptly through efficient recruitment processes while maintaining alignment with business objectives.
Hiring the Right Talent : Conduct thorough due diligence in the recruitment process, including background checks, financial assessments, and cultural fit evaluations.
Employment Contracts & Agreements : Oversee the drafting, review, and updating of employment contracts, agreements, and job descriptions.
Onboarding & Induction : Ensure smooth onboarding of new hires, with clear communication of job expectations and organizational culture.
Employee Offboarding & Retention
Retention & Attrition Management : Monitor and track employee turnover, analyzing the reasons for resignations and implementing targeted retention strategies.
Exit Process Management : Establish comprehensive exit procedures, including asset handovers, knowledge transfer, and IT system access deactivation.
Exit Interviews : Conduct exit interviews to gain insights into employee experiences and use data to refine retention programs.
Payroll & Benefits Administration
Payroll Management : Oversee the payroll process to ensure accuracy and timely payment.
Review payroll entries and approve uploads for banking disbursements.
Leave & Attendance : Manage employee attendance, approve leave applications, and ensure compliance with company policies regarding time-off.
Performance Evaluation System : Develop and maintain performance evaluation frameworks that align with the annual bonus scheme, ensuring clear KPIs for all departments and personnel.
Facilitate Appraisals : Coordinate regular performance appraisals, including confirmation reviews and annual performance evaluations.
Training & Development
Talent Development : Ensure all employees receive the training and development opportunities required to excel in their roles and contribute to the organization's goals.
Training Initiatives : Organize and oversee various employee development initiatives to foster continuous professional growth.
Competency Gap Analysis : Regularly assess skill gaps across teams and departments, and implement strategies to address these gaps through targeted training and development programs.
Compliance & Legal Oversight
HR Compliance Support : Provide advice and support to ensure the business complies with HR-related laws and regulations, both local and international.
Legal Risk Management : Identify, assess, and mitigate potential legal risks associated with HR practices and employee relations.
Regulatory Compliance : Ensure adherence to applicable labor laws, including those related to employee welfare, occupational safety, and statutory reporting requirements.
Employee Relations & Discipline
Employee Discipline & Conduct : Manage employee disciplinary processes, investigations into misconduct, and the conduction of domestic inquiries when necessary.
Conflict Resolution : Address and resolve conflicts between employees, ensuring a harmonious workplace environment.
Foreign Worker Compliance : Oversee the management of foreign worker permits, applications, and renewals, ensuring compliance with immigration laws and company policies.
HR Department Management
HR Strategy & Framework : Provide strategic advice on HR frameworks, reviewing contractual terms, and advising management on HR-related impacts to the business.
Team Leadership : Supervise, mentor, and develop the HR team to ensure effective execution of HR processes and initiatives.
HR Protocols : Establish and enforce best practices and protocols for all HR-related matters.
Others:
Ad-Hoc Tasks : Perform other ad-hoc tasks as assigned by senior management, contributing to the ongoing success of the organization.
Qualifications and Experience
Bachelor's degree in Human Resource Management, Business Administration, or a related field.
Minimum of 8–10 years of experience in HR and administrative roles, with at least 3–5 years in a managerial capacity.
With at least 3 years of HR experience in Electronics or related sectors company.
Proven experience working in a public listed company and handling acquisition processes.
Strong knowledge of employment laws, payroll, and statutory compliance.
Demonstrated experience in asset and vehicle management, including permit renewals and regulatory compliance.
Excellent organizational, leadership, and communication skills.
SKILLS:
- Excellent interpersonal and communication skills.
- Strong organizational and problem-solving abilities.
- Proficiency in SQL Payroll and Microsoft Office Suite.
- Ability to work independently and as part of a team.
PERSONAL ATTRIBUTES:
- High level of integrity and confidentiality.
- Strong sense of responsibility and attention to detail.
- Positive attitude and ability to handle pressure.
- Proactive and self-motivated.#J-18808-Ljbffr