Role Summary:
Responsible for overseeing, managing, and enhancing the organization's human resources Operations. This involves planning, implementing, and evaluating employee relations, policies, programs, and practices to support the organization's objectives.
Main Responsibilities:
- Implement HR policies, procedures, processes and programs to support organizational goals and ensure compliance with, policies, employment laws and regulations.
- Provide leadership, guidance, and mentorship to HR staff. Establish performance expectations, conduct performance evaluations, and offer ongoing feedback and coaching. Foster a culture of continuous learning and development within the HR team.
- Maintain a close liaison with the Business Leaders to ensure that the operational HR support for the business areas they support is efficient and effective.
- Support the HR Operations with other projects and operational requirements as necessary.
- Set objectives for the HR team and track progress based on metrics and KPIs.
- Collaborates with Legal Departments for employees disputes and labor court cases.
- Establish method to improve communication internally and between various business departments.
- Oversee the maintenance of HR information ERP systems to streamline HR processes, improve data accuracy, and enhance reporting capabilities.
- Collaborate with cross-functional teams, including Finance, Legal, and Service Delivery, to align HR strategies with organizational goals.
- Ensure the consistent and fair application of HR policies and procedures throughout the organization.
- Monitor HR trends, best practices, and changes in labor laws and regulations to ensure compliance and recommend enhancements.
- Develop and maintain HR metrics and analytics to measure the effectiveness of HR programs, HR key performance indicators (KPIs), identify trends, and provide data-driven insights to support decision-making.
- Oversee and manage the day-to-day operations of the HR department, including GOSI, Medical Insurance, leave management, employee relations (including grievances, investigations and disciplinary processes), employees care, employment contracts, employee file archiving processes, and offboarding procedures. Ensure the efficient and effective delivery of HR services.
- Compile and present HR operational reports according to the set schedule.
- Perform additional job-related tasks as assigned.
Required Qualifications:
- Minimum bachelor’s degree,Human Resources Management, Organizational Psychology, Organizational Behaviour.
- +7 years of experience in various rules.
Leadership Competency
Driving Success
- Translates SAFE vision and goals into clear, specific and achievable objectives. Takes control of projects, leading on key tasks and monitoring others to ensure they fulfil their roles effectively.
- Demonstrates belief in and personal commitment to SAFE vision and mission. Fulfils commitments while maintaining high levels of productivity and output for self and team.
Building Relationships
- Builds an understanding of who key stakeholders are (including shareholders) , their needs, drivers and constraints. Develop common understanding across widely competing needs.
- Interacts well with others, quickly establishing rapport and maintaining useful relationships with internal and external stakeholders for the benefit of the organization.
Engaging Individuals
- Creates a team identity and shared purpose among team members. Articulates the vision for the future in a way to motivate others to action. Finds effective ways to empower individuals and help them succeed.
- Focuses on developing, coaching, and mentoring talent to enhance skills, knowledge and abilities to improve individual and organizational performance.
Core Competency:
Dependability:
- Self-driven and act proactively.
- Pursues goals with persistence and stamina, works on tasks thoroughly, ensuring accuracy and meeting standards.
- Maintains high levels of quality and effectiveness of work output and achieves outstanding results.
Collaboration:
- Collaborates constructively with people at all levels across the organization.
- Helps colleagues, always be available to the team, and delivers on team commitments.
- Trusts the guidance and direction of colleagues and senior members of the team.
Analytical Thinking:
- Examines, evaluates, and analyses different types of information objectively.
- Spots trends and patterns, establishes key facts clearly and interprets numerical data effectively.
- Provides insights and identifies ways to improve things. Trusts intuition about which methods will work best.
Effective Communication:
- Listens attentively and seeks to understand before being understood.
- Explains things clearly and articulates and presents information effectively and confidently.
- Challenges ideas effectively and presents persuasive arguments by presenting a strong case.
Functional Competency:
Employee Services & Relation
Serves as a resource to employees to ensure individual employee problems are heard, issues are addressed, and employees are treated fairly and consistently.
Employee Experience
Understands the concepts and practices of employee experience. Ability to connect and interrelate various factors influencing employee experience, developing and executing the overall engagement plan and survey implementation plan, including analysis and action planning.
Relevant Laws and Regulations
Maintains current knowledge of legal and regulatory requirements relevant to own field, such as labor law, regulatory framework, standards, policies, and procedures.
Records Management and Information Systems
Maintains working knowledge of records management, policies, and procedures. Understands how to use and operate within the organization's HR information system and related technologies. Demonstrates a concern for accuracy and thoroughness so that sufficiently detailed information is logged correctly.
Business Consultation and HR Analytics
Ability to utilize functional knowledge in measuring, evaluating, analyzing, and reporting the impact of HR metrics to improve the organization’s workforce performance and enable evidence-based decision-making. And to advise stakeholders, inform policies development and interventions plan, and develop HR strategies.
