Job Description
1.Key Tasks
• Ensure that the employees are getting the things that they need according to the company policies and market level.
• Make sure that the employer has a good employee that works hard and produces good quality work.
• Responsible for workforce planning to make sure that all departments have enough people on each shift.
• Manage recruitment of qualified people no matter what department makes the request for new employees and does the induction and orientation of the new employee before they are sent to the department for training.
• Takes the lead in the personnel administration section keeping track of all the employees.
• In charge of salary scale, raising, compensation and benefits.
• In charge of time cards and making sure that each department stays within their limit of payroll hours.
• Do performance appraisal
• In charge of monitoring employee’s behavior and conflict resolution.
• Manage the working environment, including security and safety.
1.1. Recruitment and Selection
•Prepare the New Staff Request for TMT and CEO approval.
•Follow up 2nd & 3rd interview and Report.
•Prepare the New Employee Acceptance Form for final acceptance.
•Welcome, Introduction and orientation for new staffs,
•After Probation period, prepare a working contract, with specific attention for Job and responsibilities description (this job description must be validated by Line Manager, General Manager, and Managing Director.
• Maintain up-to-date recruitment progress report, talent database and all related staffing communication.
• Process all local recruitment requests in an effective and efficient manner.
• Managing orientation program for employees to the business and culture.
1.2. Training and Development
• Interface with Group HR and external vendors and suppliers for the implementation of corporate training or training programs to meet the business needs where appropriate.
• Identify key skills, specialty skills and propose training needs accordingly.
• Managing, communicating and delivering important projects that impact other parts of the organization.
1.3. Compensation and Benefits
• Monitor and alert the CEO (BOD) to any variance between the budgeted and actual salaries and headcount.
• Occasionally, produce and submit information for “knowledge sharing” with Group HR.
• To be in charge of payroll administration and to make all necessary coordination to make a smooth and efficient operation (variable compensation, overtime, expatriates’ compensation, special payments).
• Gather all necessary data to benchmark salaries and benefits.
• Compile all data needed for the annual salary review, and the annual performance appraisal analysis.
• Provide recommendations and support to HR representatives
• Provide information to Expatriate staff regarding (Tax; Social Benefits…Etc.).
1.4. Employee Relations
• To detect and handle complaints, disputes and grievances of all staff and to report them to the CEO (BOD).
• To foster a conducive working environment through employee relations activities and communication.
• To conduct exit and grievance interviews with all departments/staffs.
• To assist in handling all local labor tribunal cases
• Prepare, organize and participate in weekly and monthly meetings, in order to facilitate and strengthen relation and communication between all departments.
• Prepare, disclose and classified all internal Official Notices.
1.5. Rules and Regulations
• To review the staff’s rules and regulations (or employee handbook) on a regular basis.
• To create and implement the employee staff rules and regulations for newly created subsidiaries in the Company.
• Prepare and communicate to the appropriate level, all documents for policy, regulation and process.
• In relation with Top Management, you developed or modified internal regulations, policies and processes.
1.6. Budget, financial management
• Submit the Personnel Budget for all personnel costs and Headcount to the Finance Department.
• Produce and submit the payroll and the Headcount report to the Finance Department on a monthly basis.
• To submit the Personnel latest estimates for all personnel costs and headcount to the General Director/CEO (BOD) on a quarterly basis.
1.7. Human resource information system
• Maintain smooth running of the Human Resources Information System.
• Monitor timely update of personnel records (personal details, position, salary, appraisal outcomes, leave records, training and awards).
1.8 Payroll
•Enter new staff into Master List and check Attendance
•Update salary increase into payroll
•Monthly report of new staff, resignation, increase, termination
•Handle Master Roster from another department and update
•Do last payment and monthly report of payroll
•NSSF
1.9 Work flow control:
•Create, develop and use internal tools and system for all staff work flow control such as:
•Time IN/Time Out; Time Off, Annual Leave, Sick Leave, Absence, Over Time…
•Control and send to top management all monthly reports or special reports.
•Responsible for keeping all data updated in the HR database.
•Prepare TO request before 25th.
1.10 Working space and organizational:
•Before a new employee arrival, HR Manager must also prepare and organize the work station.
•Organize, improve and implement all working area.
Job Requirement
2.Job Specification of Head of HR
2.1. Knowledge
• University diploma
• Professional certificates as requirements
• HR knowledge.
• Having knowledge of business sector of company
2.2. Skills
• Strategic planning.
• Complex problem resolution and general management expertise.
• Outstanding communication and presentation skills.
• High level of interpersonal skills and integrity;
• solid team player.
• Creative, forward thinker.
• Coaching and leadership skills
• Strong presentation and facilitation skills.
2.3. Experiences
• Minimum of 6 years’ human resources experience.
• Minimum of 2 years HR Manager Experience.
• Preferable to have experience in the Entertainment industry or Cooperation Company.
2.4. Abilities
• Ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership.
• Ability to architect and drive change
• Ability to lead in a global, matrixes environment
• A flexible team player with a proven ability to work successfully in a matrix reporting environment.
• Proven ability to build strong working relationships, internal and external to the organization.