Human Resources Officer

Responsibilities:

HR Strategy and Systems Development:

• Assist in the development and implementation of HR initiatives and systems to streamline HR operations.
• Identify gaps and design a systematic approach to establishing and maintaining a fully functional HR department.

Employee Guidance and Support:

• Provide counsel to employees on HR policies, procedures, and general workplace matters.
• Ensure all employees are informed about company policies and procedures, helping them understand their rights and responsibilities.

Recruitment and Talent Acquisition:

• Manage the recruitment process from job description creation to candidate selection, ensuring alignment with company objectives.
• Analyze talent gaps and provide recommendations for recruitment strategies to meet business goals.
• Use key metrics to track recruitment success and continuously improve the hiring process and quality of hires.

Onboarding and Integration:

• Develop and implement an effective onboarding process that ensures the smooth integration of new hires.
• Ensure new employees understand their roles and responsibilities and are effectively assimilated into the organization's culture.

Training and Development:

• Design and implement training and development programs to foster both hard and soft skills across the organization.
• Work closely with line managers to develop and execute a comprehensive training plan that addresses skill gaps and enhances employee performance.

Performance Management:

• Lead the performance management process, including mid-term and annual appraisals.
• Plan and implement 360-degree anonymous evaluations to ensure comprehensive feedback.
• Support employees and managers in setting clear, measurable goals and monitoring progress toward achieving them.

Employee Relations and Support:

• Conduct one-on-one meetings with employees and managers to discuss goals, challenges, and development opportunities.
• Provide guidance and support in resolving employee grievances and assist management in implementing disciplinary procedures when necessary.

Employee Records and Compliance:

• Maintain accurate and up-to-date employee records (attendance, EEO data, leaves, etc.) in compliance with legal requirements and company policies.
• Ensure HR practices and policies align with labor laws and regulatory standards.

Compensation and Benefits:

• Analyze and evaluate compensation structures, aligning them with organizational goals and market standards.
• Develop and manage a compensation plan that focuses on employee retention and is cost-effective.
• Administer employee benefits programs, including health, dental, pension plans, vacation, sick leave, and other employee assistance programs.

Wage and Salary Analysis:

• Conduct regular wage surveys within the labor market to determine competitive salary rates.
• Recommend adjustments to wage structures based on market trends and internal needs.

Employee Separation and Exit Procedures:

• Prepare employee separation notices and conduct exit interviews to understand the reasons behind employee departures.
• Analyze data from exit interviews to identify patterns and recommend solutions to reduce turnover.

Reporting and Analytics:

• Prepare reports on absenteeism, turnover rates, and other HR-related metrics.
• Analyze trends and emerging patterns to recommend strategies for improving employee retention and engagement.

External Relations and Outsourcing:

• Initiate and manage contracts with external suppliers and vendors when outsourcing services is necessary.
• Oversee the automation of HR processes to improve efficiency and ease of access for both employees and management.

Budget and Resource Management:

• Assist in preparing the HR budget and ensure effective allocation of resources.
• Ensure cost-effectiveness while maintaining a high level of service and employee satisfaction.

Management Support:

• Provide transparency and regular updates to upper management on HR matters and issues affecting the workforce.
• Offer guidance on improving organizational culture, employee morale, and overall team performance.

Qualifications:

1. 1-2 Years of relevant experience in HR.
2. Having a bachelors degree in Human Resources.
3. Fresh graduates with strong internships in HR may also be considered.
4. Proficiency in Microsoft Office (Excel, Word, PowerPoint).