HR Strategy & Initiatives:
- Support the implementation of HR strategies and initiatives that are aligned with the overall business strategy.
- Act as a strategic partner to all functional heads, ensuring HR services and processes align with company objectives and initiatives.
Organizational Structure & Budgeting:
- Challenge and assess the internal organizational structure, proposing changes when necessary.
- Prepare the annual HR budget and manpower plan to align with business needs.
Talent Management & Succession Planning:
- Proactively participate in talent management and succession planning processes.
- Identify talent, track development activities, and ensure the implementation and progress of development plans.
- Conduct periodic succession reviews to maintain a sufficient talent pool for sustainability and future workforce needs.
Compensation & Benefits:
- Collaborate with the C&B department to develop salary bandings across the business.
- Ensure a competitive total value proposition that attracts and retains high-caliber employees.
HR-Admin Functions:
- Serve as the main contact point between the business unit's employees and the HR-Admin function.
- Manage office supplies (e.g., stationery, cleaning services, office procurement, security) to ensure cost-effective and efficient service delivery.
- Oversee travel arrangements (hotel bookings, air tickets, transportation) for employees and report on monthly costs.
Employee Engagement:
- Collaborate with relevant departments to plan and execute employee engagement activities to foster a positive work environment.
Performance Management:
- Own the performance management process, ensuring monthly review meetings are chaired.
- Ensure heads of departments bring necessary performance data, and that reward and disciplinary processes are consistently followed.
- Uphold the integrity of the performance management structure.
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