Human Resources Officer

Note: Must be willing to work Monday to Saturday due to the nature of business operations.

The Human Resources Officer is responsible for providing support in the various human resource functions, which include recruitment, placement, training and development, conflict resolution, employee counseling and separation. As the Company's strategic business partner, the Human Resource Officer also provides advice and assistance to all employees, supervisors and top management. This may include information on training needs and learning opportunities, employee engagement activities, performance appraisals, and implementation policies of the Company enabling and maintaining a strength-based and high performance organization.

KEY RESPONSIBILITIES

(The listed duties and responsibilities include but are not limited to the following key areas and performance indicators)

Workforce Planning

• Partners with Managers to ensure that accurate job descriptions and job profiles are in place
• Provides assistance with writing job descriptions
• Works closely with various departments, assisting line managers to understand and implement policies and procedures especially regarding Talent Acquisition
• Initiates a role brief discussion with the Managers to understand the hiring requirements

Employee Onboarding & Record Management

• Supports the candidates' journey before joining SCPA in a close coordination with the Managers and the team
• Discuss onboarding pre-employment requirements
• Provides assistances and follow up with candidates as necessary, collection of all required documents, coordinate with other departments to ensure all documents and access to systems are complete
• Provides aid to the candidates in questions related to recruitment and onboarding process
• Prepares necessary onboarding materials, and documents for employee onboarding
• Ensures accurate entry of employee personal and professional details in the HRIS, completeness and accuracy of employee contract, non-compete agreement, bank ATM forms and etc.
• Conducts the induction program and company orientation to newly hired employees

Talent Acquisition

• Provides advice and assistance to supervisors on staff recruitment
• Coordinates with the agency to request for third party workers needed
• Helps assess and interview third party workers for deployment, if the need arises.
• Coordinates staff recruitment and selection process in order to ensure a timely organized and comprehensive procedures used to hire employees
• Coordinates with the head office regarding the selection process to efficiently hire employees fit for the job
• Facilitates recruitment of staff that includes developing job descriptions and person specifications, preparing job advertisements, checking application forms, shortlisting, interviewing and selecting candidates
• Advertises staff vacancies, assesses applications, interviews applicants, prepares reports and makes recommendations to management
• Prepares notices and advertisements for vacant staff positions
• Schedules, organizes interviews and participates in applicant interviews
• Conducts reference checks on possible candidates and informs unsuccessful applicants

Employee Engagement, Learning, and Development

• Organizes training sessions, workshops and activities and accesses funding for training and write proposals
• Provides support to supervisors and management to develop the skills and capabilities of employees
• Identifies training and development needs within the organization through job analysis
• Coordinates with the head office for training and development needs and proposals
• Designs and expand training and development programs based on the needs of the organization and the individual
• Manages the delivery of training and development programmes
• Evaluates training and development programs
• Keeps up-to-date with developments in training by reading relevant journals, going to meetings and attending relevant courses and seminar
• Come up with innovative and creative ideas for activities and events that align with the interests and preferences of the employees
• Manage the budget allocated for employee activities and events effectively, ensuring that resources are used efficiently
• Effectively communicate event details to employees, including date, time, location, agenda, and any specific requirements or preparations.

HR Analytics

• Ensures proper update of the weekly scorecards and departmental key performance indicators
• Determines staffing numbers, skills and needs to meet the organization objectives
• Acquire data from HRIS and conduct needed analysis
• Provides monthly HR activity and worker inventory report and analysis
• Monitors the number and movement of employees through regular updates of the plantilla.
• Develops and implements data collection system and other strategies that optimize statistical efficiency and data quality
• Creates report to illustrate data in a pleasant, concise and comprehensible manner

Performance Management & Employee Relations

• Facilitates the evaluation of employee performance and ensures the consolidation of scores.
• Monitors employee performance through proper documentation and record-keeping.
• Conducts check-in conversations with staff who have performance-related issues.
• Updates performance form metrics, including necessary KPIs and KSAOs, as reflected in individual job descriptions.
• Assists managers in reinforcing the employee discipline process for individuals with performance concerns.
• Executes comprehensive investigations into workplace issues, conflicts, or policy violations.
• Maintains proper documentation of employees' records in performance incident reports.
• Participates in the preparation and execution of the Twin Notice Rule (i.e., Notice to Explain and Notice of Decision) for workers with disciplinary concerns.
• Partners with the manager to create performance development or improvement plans for an employee.
• Monitors the progression and effectiveness of disciplinary measures being executed in the company.

Strategic Planning

• Interprets departmental data/scorecards, conducts market research, SWOT analysis, risk assessment, assesses industry trends, evaluates competitors, and analyzes internal and external factors that can influence the organization's success and recommends action steps and/or programs aligned to organization need and direction.
  
• Assists in creating departmental strategies and translates strategies into a comprehensive strategic plan which includes outlining the action steps, timelines, resource allocation, and programs to leverage on strengths, address weaknesses, seize opportunities, mitigate threats and contribute to organization goals.
  
• Helps establish a system to track the implementation of the strategic plan and measure progress towards the defined goals
  
• Assists in effectively communicating the strategic plan to key stakeholders across the organization and supports in building relationships with external partners and/or, stakeholders as needed.