Purpose of the role:

The Executive Human Resource is a key role designed for HR professionals with 2-3 years of hands-on experience who are ready to support and enhance HR functions within the organization. This role involves managing a range of HR activities, including employee relations, performance management, and policy administration. The ideal candidate will have a solid foundation in HR practices, excellent communication skills, and a proactive approach to problem solving.

Location:

Reports To: Manager HR

     Roles & Responsibilities:

1. Employee Relations:

• Work with Operation Managers and support teams to understand and address business needs, aligning HR strategies with organizational goals and objectives.
• Serve as a point of contact for employee inquiries and issues, providing guidance on company policies and procedures.
• Assist in resolving employee conflicts and managing performance issues with a focus on maintaining a positive work environment.
• Attrition control, Conduct exit interviews and analyze feedback to identify trends and recommend improvements.

2. Onboarding:

• Work with recruitment team for manpower requirement for the business.
• Facilitate the onboarding process for new hires, ensuring a smooth transition and comprehensive introduction to the company.

3. Performance Management:

• Assist in the administration of performance management systems, including goal setting, performance reviews, and employee feedback.
• Provide support and coaching to managers on performance-related matters and employee development strategies.

4. Training and Development:

• Support the development and delivery of training programs and workshops to enhance employee skills and knowledge.
• Assist in identifying training needs and coordinating development initiatives to address skill gaps.

5. HR Administration:

• Oversee daily HR operations, including employee records management, HR databases, benefits administration, and payroll processing.
• Ensure accurate and timely processing of HR transactions and documentation in accordance with legal and organizational standards.
• Manage HR systems and technology to ensure effective use and optimal performance.

6. HR Projects:

• Contribute to HR projects and initiatives, including employee engagement activities, policy updates, and process improvements.
• Collaborate with team members on special projects and initiatives as needed.

7. Attrition management, HR Analytics and Reporting:

• Identify early warning signs in employees and report attrition (RAG Analysis).
• Utilize HR metrics and analytics to provide insights and recommendations to leadership on HR-related trends and issues
• Prepare and present regular HR reports on key metrics, operational activities, and strategic initiatives to the executive team.

Key Performance Indicators:

• Attrition control & Employee retention
• Employee Engagement and Satisfaction
• Performance Management
• HR Operations Efficiency
• Communication and Collaboration
• Learning and Development
• Compliance and Risk Management
• Organizational Development
• Diversity and Inclusion

  Purpose of the role:

  The Executive Human Resource is a key role designed for HR professionals with 2-3 years of hands-on experience who are ready to support and enhance HR functions within the organization. This role involves managing a range of HR activities, including employee relations, performance management, and policy administration. The ideal candidate will have a solid foundation in HR practices, excellent communication skills, and a proactive approach to problem solving.

  Location:

  Reports To: Manager HR

       Roles & Responsibilities:

• Employee Relations:
• Work with Operation Managers and support teams to understand and address business needs, aligning HR strategies with organizational goals and objectives.
• Serve as a point of contact for employee inquiries and issues, providing guidance on company policies and procedures.
• Assist in resolving employee conflicts and managing performance issues with a focus on maintaining a positive work environment.
• Attrition control, Conduct exit interviews and analyze feedback to identify trends and recommend improvements.
• Onboarding:
• Work with recruitment team for manpower requirement for the business.
• Facilitate the onboarding process for new hires, ensuring a smooth transition and comprehensive introduction to the company.

•  

   

• Performance Management:
• Assist in the administration of performance management systems, including goal setting, performance reviews, and employee feedback.
• Provide support and coaching to managers on performance-related matters and employee development strategies.
• Training and Development:
• Support the development and delivery of training programs and workshops to enhance employee skills and knowledge.
• Assist in identifying training needs and coordinating development initiatives to address skill gaps.
• HR Administration:
• Oversee daily HR operations, including employee records management, HR databases, benefits administration, and payroll processing.
• Ensure accurate and timely processing of HR transactions and documentation in accordance with legal and organizational standards.
• Manage HR systems and technology to ensure effective use and optimal performance.
• HR Projects:
• Contribute to HR projects and initiatives, including employee engagement activities, policy updates, and process improvements.
• Collaborate with team members on special projects and initiatives as needed.

•  

   

• Attrition management, HR Analytics and Reporting:
• Identify early warning signs in employees and report attrition (RAG Analysis).
• Utilize HR metrics and analytics to provide insights and recommendations to leadership on HR-related trends and issues
• Prepare and present regular HR reports on key metrics, operational activities, and strategic initiatives to the executive team.

•  

  Key Performance Indicators:

   

• Attrition control & Employee retention
• Employee Engagement and Satisfaction
• Performance Management
• HR Operations Efficiency
• Communication and Collaboration
• Learning and Development
• Compliance and Risk Management
• Organizational Development
• Diversity and Inclusion