HR Director

In order to facilitate the expansion and restructuring plan of our organization, we are looking for additional talents to join our team. You are welcome to apply if you see your expertise and qualifications align with our requirements.
Report to : Chief Operating Officer
Job Overview: The HR Director is responsible for providing strategic leadership and oversight of all human resources functions across our network of schools. This role involves developing and implementing HR policies, programs, and initiatives to attract, develop, and retain a talented and diverse workforce. The HR Director will collaborate with school administrators, teachers/educators, and staff to ensure compliance with employment laws, promote a positive work culture, and support the achievement of our educational goals.
Responsibilities and Duties:
1. Develop HR strategies and policies:
• Develop and implement HR strategies and initiatives aligned with the organization's objectives and values.
• Develop and implement HR policies, procedures, and guidelines to ensure consistency and compliance across the school system.
• Regularly review and update policies to align with best practices and legal requirements.
• Ensure HR practices are consistent across all schools while considering the unique needs of each location.
2. Operation of Human Resources:
• Establish pay scales and administer salaries and benefits ;
• Timely revise remuneration package and reward scheme to ensure competitiveness of Company's C&B policy in the industry;
• Oversee and supervise the smooth operation of Social insurance related administrative tasks;
• Develop, present for approval and provide advice on personnel strategies, policies and practices, which support the achievement of designated objectives while fulfilling obligations to employees;
• Establish and reinforce HR procedures including recruitment, induction, coaching, training, assessment, promotions and grievance procedure for international schools;
• Ensure all formalities for expatriates applied properly.
3. Legal compliance:
• Ensure compliance with legal, contractual or statutory procedures on personnel management such as recruiting, welfare benefits and work contract termination: labor law, social insurance law, tax, immigration law...
• Ensure compliance with investment law and other laws/regulations related to education field.
4. Recruitment and staffing:
• Oversee the recruitment strategy in line with periodical development of the Company;
• Oversee the job requirements and job descriptions for all positions;
• Oversee the recruiting, testing, and interviewing program; counselling managers on candidate selection; conducting and analysing exit interviews; recommending changes;
• Build up dictionary of competencies as a guideline for recruitment;
• Design a filing and retrieval system of tracking record.
5. Training and Development
• Oversee the training needs of individual or department or the whole company and propose annual training plan and budget;
• Oversee the Organization Development (OD), succession planning to identify and retain key talents;
• Provide measurements to analyze and evaluate training effectiveness;
• Set up training policies and review related procedures;
• Prepare employees for assignments by conducting orientation and training programs;
• Manage personnel's individual and collective development, such as training, assessment and promotions.
6. Employee relation
• Develop a relationship with the School Leadership Team (SLT) and provide advice on creating a positive work environment;
• Manage professional communications to keep staff informed about important updates from Corporate HR;
• Provide training and coaching to onsite HR teams on communication and labor compliance;
• Guide HR teams in administering periodic or annual refreshers on HR policies;
• Oversea and guide the E&R Manager to be a key role in responding to Employees' grievances/requests/complaints and raise proper solutions to handle the issue;
• Oversea and guide the E&R Manager in charge of exit interviews to analyze and improve what the Company can offers to retain the best talents;
7. Performance Management:
• Design and launch a best practice performance management system and procedures;
• Provide training and consult executives and managers on the process, the steps involved, their responsibilities and raise solutions;
• Consult managers on how to give feedback as well as how to coach and develop employees;
• Analyse and review the effectiveness of PMP and propose actions to be taken.
8. Total rewards
• Oversee to maintain an effective and equitable compensation and total rewards strategy;
• Oversee monthly compensation processes to ensure accuracy;
• Develop a communication strategy for compensation-related matters;
• Oversee pay data to ensure the insights, recommendations, and ensure compliance;
• Managing external benchmarking reports and reviewing salary bands;
• Providing guidance to other HR team members on compensation and total rewards strategy;
• Staying updated on best practices and trends in total rewards;
• Ensuring compliance with benefits-related legislation;
• Oversee the maintenance of accurate HR systems and records for benefits and compensation.
9. Other
• Other tasks assigned by the COO.