Talent Acquisition 1. Consult with leaders, hiring managers and human resources team on position descriptions, requisition creation, compensation and sourcing strategies. 2. Research and recommend new sources for active and passive candidate recruiting. 3. Continuously develop networks/partnerships to actively build database/pipeline of candidates and company branding. 4. Recruit and perform talent acquisition activities such as resume and phone screens, candidate interviews, recommend final selection of applicants and close qualified candidates. 5. Arrange pre-employment testing, background and references screenings. Evaluation and input of our current vendors. 6. Place and update all job postings in various Medias including internet/intranet sites, colleges, social networks, community boards and staffing partners. 7. Represent the company at recruiting events (i.e., college job fairs), providing company/job information and interviewing applicants. 8. Give presentations at colleges, attend student group meetings, and increase college awareness of the company before and after career fairs. 9. Communicate with managers and employees regularly to promote referral program and internal opportunities. 10. Create offer letters, maintain applicant tracking system, recruiting reports and other staffing administration functions as needed. 11. Conduct new employee onboarding, ensuring process is engaging and that processes are followed and accurate. 12. Respond timely to internal and external applicant situations, and applicant requests as required. 13. Conduct regular follow-up with managers to determine the effectiveness of recruiting efforts. 14. Conduct effective exit interview, review and propose solutions to resolve highlighted issues. Training & Development 1. To monitor the entire training cycle including training needs analysis, planning, program design and selection, delivery and evaluation of training effectiveness. 2. To identify and address employee performance gaps through training needs analysis and recommend solutions to close the gaps in relation to knowledge, skills and behavior. 3. To plan, develop and execute a yearly master training plan to meet with, and integrate with, organizational requirements for quality management, health and safety, legal obligations, environment policies and general duty of care. In addition, in consultation with the HODs to determine the periodic special training needs based on the operational requirements. It may need to set up individualized training plans to strengthen an employee\xe2\x80\x99s existing skills or teach new ones, as and when needed. 4. To research, propose and select training resources that fit within the training / HRDF budget. 5. To conduct orientation sessions and arrange on the job training for new employees, ensuring indoctrination into the working cultures, incorporating them into their departments with basic skills and knowledge are covered. 6. To monitor the entire training cycle including training needs analysis, planning, program design and selection, delivery and evaluation of training effectiveness. 7. To produce reports and statistic for strategic recommendations to training methods and approaches where necessary. Payroll Management 1. To fulfill all requirements of relevant working instructions for processing of production workers\xe2\x80\x99 payroll and ensure that correct approvals are in place for all payroll related actions. 2. To maintain and protect the entire payroll operations by keeping all information as confidential. 3. To ensure calculation and payment of payroll are accurate and timely completed, and to solve issues and errors that blocking the payroll run from completion. 4. To upkeep the Malaysia statutory and legal changes that may impact the payroll and work closely with the payroll vendor for timely system upgrade and / or adjustment. 5. To assist the Manager to perform self-audit including risk management and payroll control management in compliance with all applicable directives and regulations. 6. To respond promptly to employee\xe2\x80\x99s enquires and provide support to the respective HODs on the payroll and E-Leave related matters. 7. To notify and follow up with the respective HODs on the completion of appraisal process for worker level. 8. To prepare and submit payroll related reporting including payroll reconciliation, monthly headcount update reports, payslips and ensure them are properly filed and timely declared / distributed. Disciplinary 1. To involve and assist in domestic inquiry, disciplinary investigation and interrogation, coordinate with relevant parties to the inquiry. 2. To gather details, draft and issue written reminder or warning letters, conduct counselling sessions with involved parties. Others 1. To involve and assist in full internal and external audits cycle and cooperate with the auditors to ensure the audit objective to be achieved. 2. To ensure all s are up-to-date for all departments 3. To assist in preparing and issuing memo to employees, to ensure details of memo is properly explained to the workers. 4. In partnership with admin personnel to coordinate office administrative activities and operations to secure efficiency and compliance to company policies. 5. To carry out other duties and tasks as directed by the Management in line with competencies and activities associated with any of the above processes. Talent Acquisition 1. Consult with leaders, hiring managers and human resources team on position descriptions, requisition creation, compensation and sourcing strategies. 2. Research and recommend new sources for active and passive candidate recruiting. 3. Continuously develop networks/partnerships to actively build database/pipeline of candidates and company branding. 4. Recruit and perform talent acquisition activities such as resume and phone screens, candidate interviews, recommend final selection of applicants and close qualified candidates. 5. Arrange pre-employment testing, background and references screenings. Evaluation and input of our current vendors. 6. Place and update all job postings in various Medias including internet/intranet sites, colleges, social networks, community boards and staffing partners. 7. Represent the company at recruiting events (i.e., college job fairs), providing company/job information and interviewing applicants. 8. Give presentations at colleges, attend student group meetings, and increase college awareness of the company before and after career fairs. 9. Communicate with managers and employees regularly to promote referral program and internal opportunities. 10. Create offer letters, maintain applicant tracking system, recruiting reports and other staffing administration functions as needed. 11. Conduct new employee onboarding, ensuring process is engaging and that processes are followed and accurate. 12. Respond timely to internal and external applicant situations, and applicant requests as required. 13. Conduct regular follow-up with managers to determine the effectiveness of recruiting efforts. 14. Conduct effective exit interview, review and propose solutions to resolve highlighted issues. Training & Development 1. To monitor the entire training cycle including training needs analysis, planning, program design and selection, delivery and evaluation of training effectiveness. 2. To identify and address employee performance gaps through training needs analysis and recommend solutions to close the gaps in relation to knowledge, skills and behavior. 3. To plan, develop and execute a yearly master training plan to meet with, and integrate with, organizational requirements for quality management, health and safety, legal obligations, environment policies and general duty of care. In addition, in consultation with the HODs to determine the periodic special training needs based on the operational requirements. It may need to set up individualized training plans to strengthen an employee\xe2\x80\x99s existing skills or teach new ones, as and when needed. 4. To research, propose and select training resources that fit within the training / HRDF budget. 5. To conduct orientation sessions and arrange on the job training for new employees, ensuring indoctrination into the working cultures, incorporating them into their departments with basic skills and knowledge are covered. 6. To monitor the entire training cycle including training needs analysis, planning, program design and selection, delivery and evaluation of training effectiveness. 7. To produce reports and statistic for strategic recommendations to training methods and approaches where necessary. Payroll Management
Futuristic Store Fixtures Sdn Bhd is the leading retail store fixtures specialist in APAC with full-fledged manufacturing facility in China and Malaysia comprise of both wood and metal joinery capabilities. We deal exclusively in retail store fixtures and have delivered globally more than 8,000 retail stores presently.
Bachelor\'s or Equivalent