HR Operations Manager

1. RECRUITMENT

• Provide professional support and advice regarding recruitment and best practice selection to line managers
• In conjunction with line managers, conduct job analysis and prepare job descriptions, including person specification
• Select appropriate sourcing strategies for roles i.e. advertising/careers website/social networking opportunities/agencies
• Management of candidate testing, including organization of assessment centers where appropriate
• Screen applications, short-listing candidates and first interview
• Help identify short-, medium- and long-term resourcing issues/succession plans within your relevant client groups. Support department heads and managers in their thinking as regards new roles, replacement and recruitment and retention strategies
• Manage, monitor and review recruitment costs and cost savings and report on same
• Candidate management - ensure that candidates, regardless of their application outcome have a positive recruitment experience
• Ensure a smooth Onboarding Experience for new employees which includes induction program & buddy system
• Develop creative ways of attracting and recruiting new employees

2. LEARNING & DEVELOPMENT

• Provide support to line managers in identifying, developing and delivering appropriate learning and development solutions
• Provide advice and support to line managers on staff development requirements and the rollout of local and global Talent and Development initiatives
• Provide a range of educational, developmental and training practices that ensure employees are best equipped to carry out their existing and future roles, with the aim of developing people to their full potential consistent with the overall business strategy

3. EMPLOYEE RELATIONS

• Manage all aspects of employee relations, performance and redundancy issues
• Provide support and advice as appropriate in disciplinary, grievance and other such matters to minimize risk to the company and ensure best practice is followed
• Create and maintain a rapport with employees at all levels in order to build a relationship where employees approach HR for advice and assistance
• Provide service of advice and assistance on all Company Policies and procedures
• To keep up to date on the latest Employment Law, I.R. practices etc.
• To provide a confidential counselling service to members of staff when necessary
• Implement performance management policies and practices that ensure values and culture of the firm are enhanced; high potentials are identified and developed appropriately; promotion criteria and processes are transparent and consistent.
• To support global mobility / expatriate / foreign workers affairs in terms of visa and onboarding
• To represent the company for any Labor & Industrial Relations disputes
• To be an active member of the wider Global HR team and coordinate with the HR teams in the APAC regions

4. COMPENSATION AND BENEFITS

• Support Compensation and Benefits with any project work as required and roll out new initiatives
• Manage annual performance management and remuneration review process
• Partner with the Payroll Executive to ensure accurate information is provided in a timely manner for approval and implementation
• Engage with managers and the compensation/benefits team to seek solutions to resourcing issues including agreeing budget and drafting executive employment/consultancy agreements where required

5. BUSINESS PARTNERING AND HR ADVISORY

• Act as an initial point of contact for any HR queries for employees and managers/supervisors up to middle management level
• Administer redundancy calculations and associated paperwork
• Engage and build effective working relationships and trust with relevant stakeholders and senior managers to ensure the provision of proactive support and effective partnership
• Demonstrate HR expertise and knowledge of processes
• Support department managers in managing basic issues related to performance, conduct, medical capability, recruitment, redundancies, maternities / paternities etc
• Pro-actively manage probations for client group
• Carry out exit interviews and provide feedback and analysis of output
• Undertake some first level disciplinary, grievance, appeal hearing (with support from HR Business Partners) and take notes for more complex disciplinary, grievance hearings and other employee relations activity (eg. appeals)
• Work with the Head of Human Capital to ensure that HR policies and procedures remain compliant and current
• Contribute to the maintenance of trackers to pro-actively monitor dates and actions (eg return of contracts, probations, end of fixed term contracts etc)
• Partner senior management in cyclical HR processes such as the performance appraisal process, the annual budget process and the pay/bonus review. Challenge and provide a ‘sense check’ to managers and suggest options or alternatives where appropriate
• To provide support in sourcing for vendors for security / cleaners
• To ensure a safe working environment for all employees in compliance with the Occupational Safety and Health Act

6. GENERAL

• Manage ad hoc project work as requested by line managers and management in support of local and global initiatives (eg comp and bens, talent acquisition, global HRIS, restructures)
• Work closely with the other members of the HR team to provide a high level of service to the business as well as other areas of the HR department
• Prepare and deliver briefings information on a range of HR related topics and initiatives
• Provide a friendly, helpful and proactive support to the business.
• Ensure all queries are turned round or passed on the appropriate individual swiftly and effectively
• Contribute to the continuous improvement of HR systems and practices and maintenance of data integrity