HR Executive

1. RECRUITMENT: responsible for end-to-end recruitment and act as advisor to hiring managers in recruitment matters:
- Assist with drawing up advertisement for recruitment and screening the applicants, shortlist, phone interviewing and face to face
- Help identify and minimize all employment related risks
- Ensure short list in conjunction with relevant Managers
- Conduct reference checking
- Prepares offer letters of employment for prospective candidates utilizing the Compensation Guidelines
- Work with managers to create Position descriptions for all staff & update as required
- Develops and maintains a network of contacts to help identify and source qualified candidates
- Develops and maintains contacts with schools, alumni groups, and other public organizations to find and attract qualified candidates
- Know markets and competitors for talent
- Ensure that selection practices are fair and consistently reveal candidates with the greatest potential
- Partner with managers to effectively assess and identify human resource requirements, essential skill set and resource planning

2. COMPENSATION & BENEFITS: Ensure the Company C&B structure is sustainable and supporting the growth strategy; ensure always compliant with the up-to-dated Labour code; ensure adherence to company’s guideline on salary budget, review and promotion processes. Including but not limited to:
- Ensure the payroll is processed timely & accurately
- Implement other benefits and compulsory payments (Social, Health, Unemployment insurance, and Personal Income Tax)
- Responsible for PIT registration, PIT calculation and PIT settlement
- Complete monthly/ annually Personal Income Tax declaration for employees, expatriates and report to Tax Dept. Contact Tax authorities on new issues of PIT and inform staff promptly
- Responsible for assisting manager in salary proposal for new staff / pay rise/ promotion based on market range

3. EMPLOYEE RELATIONS:
- Confidential point of contact for all staff – assisting with any work or personal related issues. Ensuring staff are aware HR are there as a confidential contact if they do not feel comfortable raising with their managers.
- Ensure strong employee communications across company
- Serve as employee advocate and actively listen to employee ideas and concerns
- Coach leaders how to handle Human Resource issues
- Ensure monthly catch ups with new staff members in first 2 months to identify any concerns or assistance with daily tasks
- Coordinate with managers’ on staff’s promotion, transferring, termination processes
- Identify the situations and involve as a neutral party
- Ensure staff’s compliance to company regulations, Labour laws and coordinate with relevant authorities
- Organize regular activities to engage employees such as staff entertainment programs, team buildings, yearly events, etc.

4. TRAINING & DEVELOPMENT:
- Coordinate with managers to conduct regular training analysis and define training needs for different staff levels
- Develop training programs based on training needs for staff improvement or development

5. TALENT MANAGEMENT:
- Performance Management
- Reward and Recognition
- Staff Retention
- Succession Planning: preparing for the next generation.