Provide assistance to the HR Manager in managing day-to-day HR functions in line with the HR Operating Procedures

Job Duties, Responsibilities and Accountabilities
Strategic Responsibilities:

• Work closely with various departments and assist line managers in understanding and implementing policies and procedures for all staff.
• Promote equality and diversity as part of the culture of the organisation.
• Develop and implement policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures, and absence management.
• Develop HR planning strategies, which consider immediate and long-term staff requirements.
• Analyse training needs in conjunction with departmental managers.

Operational Responsibilities:

• Recruit staff, which involves developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates.
• Assist with employee relation issues in a confidential manner, including disciplinarians, grievances and capability.
• Plan and sometimes deliver training – including inductions for new staff.
• Monitor employee attendance register, staff movement register and other employee records.
• Maintain accurate employee records, including personnel files, time-off requests, and performance evaluations.
• Assist in benefits administration, including enrollment, changes, and inquiries from employees.
• Coordinate employee events and recognition programs to promote a positive work culture.
• Support HR initiatives, such as performance management, employee engagement surveys, and policy updates.
• Provide administrative support to the HR department, including scheduling meetings, preparing reports, and managing correspondence.
• Assist with payroll processing and ensure accuracy of timekeeping records.
• Deal with grievances and implement disciplinary procedures.
• Issuance of HR-related documents like employment letters, and leave letters, for ease of operation of the organisation.
• Analyse staff turnover and sick leave with the aim of implementing strategies for reduction.
• Ensure confidentiality is maintained at all times and provides information only to those with a need to know.
• Understand and follow the food, health & safety standards and comply with the company’s standard operating procedure.

Key Performance Indicators

• Talent Acquisition
• Capacity Building
• People Management
• Human Resource Information System
• Team Building
• Training and Development
• Change Management
• Employee Satisfaction
• Conflict Management
• Performance Management
• Human Resource Advisory
• Relationship Management
• Employee Retention/Turnover

Job Specifications
Educational Qualifications:

A Bachelor’s Degree in Human Resources Management, Business Administration, Organisational Psychology, or related discipline.

Professional Qualifications:

CIPM, HRCI or its equivalent is an added advantage

Experience:

Minimum of 4 years of work experience with 2 years in a similar role

Key Competencies Requirements:
Functional/Technical:

• General Management skill
• Business awareness
• People Management
• Communication skill
• Negotiation and Persuasion skill
• HRIS awareness
• Report presentation
• Change Management
• Risk Management
• Employee Relation

Behavioural:

• Critical thinking and Analytical
• Interpersonal skill
• Empathy
• Good Judgement
• Fairness
• Integrity
• Trustworthiness
• Stress and Time Management
• Discreteness

Leadership:

• Charismatic
• Setting Vision and Strategy
• Emotional Intelligence
• Innovation and Creativity
• Problem Solving skill
• Decision-Making skill
• Proactiveness
• Courage
• Purpose Driven
• Positive Energy

Work Cycle (Hours/Days):

• Monday – Sunday
• 1 day off

(Shift cycle will be communicated):

• Additional hours outside regular work cycles may be required to meet client and job demands. May need to work nights, weekends, and holidays on a rotating basis.

Travel Requirements

• As required to meet job demands.