Human Resource Operations Personnel (AEC)

REQUIREMENTS:
 Bachelor’s degree in human resources, Business Administration, or related field.
 4-7 years of relevant experience in HR management.
 At least 2 - 5 years in a Human Resources general function.
 Strong knowledge of HR best practices and labor laws.
 Proven ability to manage and resolve complex employee relations issues.
 Strong organizational and multitasking abilities.
 ⁠Excellent analytical and problem-solving skills
 Experience working with a group of companies will be ideal
 Excellent communication and interpersonal skills
 Attention to detail and accuracy in work
 Relevant certifications and professional qualifications in Human Resources or related field

Responsibilities
HR Delivery Service
 Ensure all new staff are properly on-boarded and inducted according to the company onboarding procedures.
 Develop employee learning and development plans and calendar
 Responsible for organizing all Team and unit events
 Responsible for Company Retreat planning and execution
 Ensure work tools and templates are available to all staff per company procedures.
 Drive employee engagement and experience
 Facilitate line managers’ involvement in HR policy deployments
 Investigate and resolve diverse workplace issues and preserve the employer-employee relationship by designing an effective employee relations strategy.

Performance Management
 Coordinate and schedule performance appraisals with employees and reporting lines
 Organize employee confirmation of employment performance feedback, conduct quarterly annual appraisals and provide feedforward (feedback) to staff in line with company procedures.
 Review and Re-calibrate employee KPIs in line with each unit and the Company's key business objectives.
 Collate performance appraisal outcomes, and develop performance appraisal insights and analytics reports to the reporting line.
 Review existing Performance Management and appraisal forms in collaboration with the reporting line to drive improved, engaged, coaching, and continuous performance management strategy.


Recruitment & Selection
 Gathering all recruitment requirements and information from the client.
 Advertising job openings using the company’s approved advertising format.
 Source, screen, and short-qualified candidates for recruitment.
 Schedule and conduct interviews in adherence to the company’s approved screening and interview procedures.
 Ensure staff remuneration and compensation are in line with the company pay grade and policy respectively.
 Carry out workforce planning procedures that drive talent planning and that lead to the right talent pool for critical roles in the organization.
 Ensure clearly defined portfolio and aligned KPIs are available for every role in the organization.
 Develop appropriate tests, schedule tests, and right-fit interview questions that filter candidates and identify the right candidates for roles.
 Provide comprehensive weekly recruitment reports to the HR team lead
 Ensure a well-detailed background check, as well as reference checks, are conducted for all existing and incoming employees.

Administration
 Design an appraisal system to appraise the performance of all technical staff (including Technicians, cleaners, gardeners, etc.) to ensure that they are working according to their job descriptions and KPIs along with their line managers.
 Human Resources policy development and reviews.
 Updating and managing all HR trackers/databases with information such as new hires, terminations, sick leave, warnings, vacation and days off, daily attendance, annual leave, etc.
 Ensuring that your operating system is current and reflects changes or innovations you have brought to your role.
 Collaborate with the Managing Director to develop systems, policies, processes, and procedures that will aid the smooth operation of all income-generating lines of the business.
 Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote high employee morale and motivation.
 Any other such duties and responsibilities as may be assigned by senior executives shall not be considered inconsistent with a position of this nature.
 Review and updating of employee handbook and policies
 Manage and update all employee records and database
 Ensure staff exit the organization in line with the company exit policy
 Ensure disciplinary measures are maintained in the organization and in line with the disciplinary policy
 Ensure staff leaving is monitored and taken in line with the company’s policy and procedure.
 Ensure handovers are made and signed off by Line Managers of staff commencing on
leave.