HR Supervisor

Principal Accountabilities / Main Functions
1. Talent aquisition and employer branding
• Lead and facilitate overall hiring process to ensure successful hire of high-quality employees in a timely manner.
• Adopt and guide interviewers using competency-based interviewing skills, facilitate selection process and provide HR perspective.
• Participate in decision making relating to hiring, including salary recommendation to ensure external competitiveness and internal equity within the organization.
• Develop and implement cost-effective recruitment strategies and manage recruitment channels including building up a network of employment search agencies.
• Using targeted selection approach to increase candidate quality.
• Have a sense of urgency to actively drive recruitment process to deliver timely placements
• Design and emplement employer branding releated activities
2. Compensation & Benefits
• Design and effectively administer the compensation and benefits programs, taking into consideration market competitiveness and internal equity; providing policies and procedures to ensure alignment with tesa regional guidelines.
• Facilitate annual & ad-hoc salary adjustments/reviews
• Ensure payroll, statutory topics (SHUI) and PIT is processed with timeliness and accuracy; ensure compliance with local regulations.
3. Training & Development
• Establish a training need analysis process to facilitate training needs identification.
• Establish and implement approved annual training plan, including co-ordination, organization, evaluation and post-training review of all training activities
• Develop appropriate training programs, working in close partnerships with functional heads
• Source, select and organization of internal & external training providers
• Develop and co-ordinate new employee orientation programs in a timely manner.
4. Performance & Talent Management
• Lead, provide structure and guidelines on clear roles & responsibilities and setting clear expectations for annual performance management.
• Establish a talent identification and succession planning process and ensure development needs are being followed up.
• Apart from leveraging on regional T&D programs to support development needs arising from performance review process, establish in-country training plan.
• Identify potential mobility risks within the organization and propose counter-measures and required improvement areas to retain employees
• Conduct independent HR exit interviews to identify potential risk areas, if any, to address.
5. Employee relations
6. HR compliance & audit
7. Policy & Procedure & System
• Design, develop and implement HR policies and procedures
• Clear understanding and compliance of policy and procedure administration within HR team.
• 100% compliance with national labour law and all respective regulations on employment
• Leverage on technology and systems to provide optimal business solutions and continuous improvement of work efficiency and productivity.
• Maintains accurate and up-to-date company human resource records for audit compliance and for management analysis and decision-making