HR Operations Manager - ILA Head Office

1) HR Management:
- Develop and manage the execution and documentation of the HR Operation department and positively promote the services offered and ensure day-to-day activities are aligned with strategic goals.
- Provide leadership and build organizational capability within the HR Operation department
- Develop and monitor the achievement of operational metrics, performance dashboards, and internal customer service key performance indicators (KPIs).
2) Employee Life Cycle Experience:
- Own the creation, documentation, and management of the end-to-end employee lifecycle HR policies and processes including new hire processing, on-boarding and integration, performance management system in coordination with the HR CoE; exits, staff wellness and recognition activities and maintenance of employee records.
- Identify and action opportunities for automation, manager and employee self-service.
- Develop clear service level standards that define expectations and create accountability for delivering enhanced value through HR Services
- Develop HR policies and provide guidance on the application of those key HR policies and practices.
- Continuously improve the quality of HR data and processes to ensure meaningful and trustworthy business metrics and a positive employee experience.
3) Total Rewards:
- Joint responsible for developing the reward strategy and leads the implementation, administration and communication of core compensation and benefits programs and policies (job evaluation/grading, market data analysis and application, merit planning, annual incentive plans, long-term incentive plans) that are aimed at attracting and retaining employee talents.
- Partners with internal clients (HR and business leaders) to design and implement compensation, benefits and recognition programs that drive the achievement of business objectives and results.
- Performs position evaluations utilizing survey reports from Human capital Solutions (HCS) functions and recommends job grades for new or revised jobs that have impact over the company.
- Manages special compensation and benefits projects, e.g. job leveling, job hierarchies, re-organizations, internal and external audits or new government-mandated changes etc.
- Well controls all C&B activities in terms of payroll, labor contracts, policies and benefits, timesheets, internal & external labor reports etc.
- Demonstrate a knowledge of a wide range of performance management and reward tools and use them for comparative analysis and data interpretation
4) Workforce Administration:
- Lead and monitor the annual budgeting process related to People cost for all businesses and functions including HR to achieve the business target.
- Serve as a liaison between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
- Provides leadership in coordinating the activities of the HR Department to ensure compliance with all applicable laws, policies, regulations and collective labour agreements.
- Performs labor issues or disciplinary process if any violation of comply regulation or requirements.
5) HRIS
- Establishes (HRIS) system capabilities for accuracy, integrity, clear, responsive, and accessible employee data (e.g. employee relations, recruitment/retention, benefits management, payroll, orientation).
- Collaborate with key partners, including HRIS, to ensure appropriate internal controls and relevant internal audits are in place.
- Provides leadership and oversees employee information collection, analysis (HR metrics, dashboards) for business decisions/ solutions related to people management and development.
- Identifies optimal solutions that meet the needs of the HR functions by recommending process improvements, system enhancements and alternatives based on specific needs.
6) Learning & Growth:
- Acquire deep knowledge and experience in HR Consulting especially in the total reward area and external HR best practices
- Space to build your own things and create an impact
- New concept and approach to the role of Employee Experience.
- Lead the organization continuous improvement, effectiveness initiatives with high level of communication and planning