Job Purpose
The incumbent is responsible to lead, develop and manage the overall provision of Organisational Development policies, and programs; and to oversee and manage the performance management, employee engagement, industrial relations and workforce planning strategies and initiatives, to ensure the building of a company-wide engaging work culture.
Duties & Responsibilities
1. Plan, lead and implement effective management and execution of Performance Management activities to ensure adherence to the approved Standard Operation Procedures (SOP)
- To promote and execute best human capital practices in performance management throughout the company via people engagement activities and initiatives
- Provide guidance, advice, coaching and consultation to the Business Units and employee(s) as and when necessary.
- Responsible to recommend to the Management any related concepts, principles and practices of performance management exercise in line with the business needs.
- Responsible to manage, review and maintain HRA KPIs / corporate KPIs in collaboration with Corporate Performance and Planning team.
2. Plan, lead and implement the Employee Engagement activities:
- Manage and oversee employee engagement survey as required by the organisation.
- Negotiate, manage and select the engagement partner for MDEC.
- Execute the report as required i.e. the preparation and delivery of the reports to Divisions includes making presentations and facilitating next steps.
- Collaborate with Transformation / Culture team on employee engagement interventions throughout the year.
3. Plan, manage and implement the Industrial Relations activities:
- Develop and implement strategies to manage and maintain positive labor relations in the organization.
- Address employee grievances and conflicts in a timely and effective manner, ensuring fair and transparent processes.
- Conduct investigations into complaints of misconduct, harassment, or discrimination and recommend appropriate actions.
- Keep up-to-date with legal developments in employment law and advise management on necessary adjustments to policies and practices.
- Develop and review employee relations policies, including grievance and disciplinary procedures
4. Plan and manage the Workforce Planning activities
- Work in collaboration with the annual business planning team to develop and implement effective manpower planning strategies
- Ensure alignment of workforce capabilities with organizational goals, by providing insights in the business planning activities
5. Performing an active HRA members in any tasks or projects (including ad-hoc) :
- Participate in assigned HR Projects or other initiatives in creating a high-performance culture.
- Act as Risk Champion to ensure the Unit/Department maintains an adequate and effective risk and compliance program accordance with applicable laws, regulations and SOP.
Qualifications
Degree in Human Resource, business administration, or any relevant field. Certification in any relevant field related to Human Resource is an added advantage.
Competency Required
- Minimum 8 years of working experience in related HR field (preferably in total Human Capital ecosystem)
- Demonstrate high level of managerial, leadership, consultation, facilitation and people skills.
- In depth knowledge of Human Capital practices (preferably across all industries & nature of Human Capital roles)
- In depth knowledge and skill in Industrial Relations, Performance Management and Employee Engagement practices and tools.
- An understanding in holistic people perspective to align with business needs, culture and values.
- Excellent communication skill both verbal and written, as well as presentation skills
- Excellent in human resource management with business partner mindset.
