HR & Admin Manager

Responsibilities:

• KEY RESPONSIBILITIES:
• Strategic Workforce Planning and Budgeting
• Annual Budgeting & Manpower Planning: Lead the development of the annual budget and manpower planning to align workforce requirements with business goals.
• Resource Allocation: Collaborate with department managers to ensure an efficient flow of resources across the organization, meeting specific departmental needs.
• Succession Planning: Drive the development of a comprehensive succession plan to ensure leadership continuity and minimize disruptions.
• Manpower Cost Management
• Staff Cost Optimization: Oversee the management of staff costs, ensuring competitive remuneration packages aligned with market standards, while adhering to budgetary constraints.
• Compensation & Incentive Schemes: Develop and implement effective employee increment and bonus schemes to maintain high employee morale and engagement.
• Employee Benefits & Compensation
• Compensation Strategy: Lead HR projects related to compensation planning, market benchmarking, and periodic reviews to ensure internal equity and external competitiveness.
• Benefits Program Effectiveness: Evaluate the impact of employee benefits programs and propose improvements based on employee feedback and industry trends.
• HR Metrics: Track key HR metrics, including cost-per-hire, retention rates, and market compensation comparisons to ensure optimal workforce planning.
• Wellness & Recognition Programs: Oversee employee wellness initiatives and recognition programs to foster a positive organizational culture.
• Recruitment & Onboarding
• Timely Recruitment: Ensure that staffing needs are met promptly through efficient recruitment processes while maintaining alignment with business objectives.
• Hiring the Right Talent: Conduct thorough due diligence in the recruitment process, including background checks, financial assessments, and cultural fit evaluations.
• Employment Contracts & Agreements: Oversee the drafting, review, and updating of employment contracts, agreements, and job descriptions.
• Onboarding & Induction: Ensure smooth onboarding of new hires, with clear communication of job expectations and organizational culture.
• Employee Offboarding & Retention
• Retention & Attrition Management: Monitor and track employee turnover, analyzing the reasons for resignations and implementing targeted retention strategies.
• Exit Process Management: Establish comprehensive exit procedures, including asset handovers, knowledge transfer, and IT system access deactivation.
• Exit Interviews: Conduct exit interviews to gain insights into employee experiences and use data to refine retention programs.
• Payroll & Benefits Administration
• Payroll Management: Oversee the payroll process to ensure accuracy and timely payment. Review payroll entries and approve uploads for banking disbursements.
• Leave & Attendance: Manage employee attendance, approve leave applications, and ensure compliance with company policies regarding time-off.
• Performance Management & Appraisal
• Performance Evaluation System: Develop and maintain performance evaluation frameworks that align with the annual bonus scheme, ensuring clear KPIs for all departments and personnel.
• Facilitate Appraisals: Coordinate regular performance appraisals, including confirmation reviews and annual performance evaluations.
• Training & Development
• Talent Development: Ensure all employees receive the training and development opportunities required to excel in their roles and contribute to the organization’s goals.
• Training Initiatives: Organize and oversee various employee development initiatives to foster continuous professional growth.
• Competency Gap Analysis: Regularly assess skill gaps across teams and departments, and implement strategies to address these gaps through targeted training and development programs.
• Compliance & Legal Oversight
• HR Compliance Support: Provide advice and support to ensure the business complies with HR-related laws and regulations, both local and international.
• Legal Risk Management: Identify, assess, and mitigate potential legal risks associated with HR practices and employee relations.
• Regulatory Compliance: Ensure adherence to applicable labor laws, including those related to employee welfare, occupational safety, and statutory reporting requirements.
• Employee Relations & Discipline
• Employee Discipline & Conduct: Manage employee disciplinary processes, investigations into misconduct, and the conduction of domestic inquiries when necessary.
• Conflict Resolution: Address and resolve conflicts between employees, ensuring a harmonious workplace environment.
• Foreign Worker Management
• Foreign Worker Compliance: Oversee the management of foreign worker permits, applications, and renewals, ensuring compliance with immigration laws and company policies.
• HR Department Management
• HR Strategy & Framework: Provide strategic advice on HR frameworks, reviewing contractual terms, and advising management on HR-related impacts to the business.
• Team Leadership: Supervise, mentor, and develop the HR team to ensure effective execution of HR processes and initiatives.
• HR Protocols: Establish and enforce best practices and protocols for all HR-related matters.
• Others:
• Ad-Hoc Tasks: Perform other ad-hoc tasks as assigned by senior management, contributing to the ongoing success of the organization.