Job Description

Location:

(59200)

Salary:

Competitive

Type:

Permanent

Main Industry:

Other Industries & Skills:

Legal, Recruitment

Advertiser:

Job ID:

129791861

Posted On:

06 January 2024

Responsibilities include:

Developing and executing policies and procedures that enhance the employee/employer relationship by:

-Providing consultative support to employees and management to evaluate and address concerns
-Working with management to ensure consistent application of performance improvement plans, corrective actions, and other employment actions. May also manage labor relations issues.
-Creating and modifying policies and procedures to comply with employment regulations and to align business strategies with corporate values.
-Monitoring and evaluating consistent application of policies and procedures across the enterprise.

Preventing and resolving employee conflict by:

-Equipping employees, leaders and HR with tools to effectively manage conflict.
-Partnering with HR Business Partners to evaluate and address ER concerns.
-Conducting and managing thorough and impartial investigations.
-Ensuring consistent application of corrective actions appropriate for the conduct in question but also in alignment with company values.
-Effectively managing labor/union relations activities.
-Creating programs and communications to pre-empt conflict.

Monitoring and analyzing internal and external environmental factors by:

-Monitoring employee sentiment via EOS, risk assessment, exit interviews, etc.
-Monitoring the external climate (legal, political, regulatory, economic) via social networking sites, professional organizations, legislation, etc.
-Analyzing environmental factors and applying findings to strengthen employment relationships and support business strategy.

Developing solutions to maximize employee contribution by:

-Developing and executing ER programs that support a positive, healthy, productive work environment.
-Designing ER solutions that positively impact employee performance, loyalty, morale and engagement.
-Conducting analysis and developing initiatives/recommendations to limit 3rd party intervention and strengthen the direct relationship between leadership and employees.
-Interpreting and implementing both global and local Human Resources policies and procedures ensuring full compliance with local statutory requirements.
-Partnering with business to understand business needs and objectives and provide required HR support and solutions.

Leveraging global/regional COE and/or GBS program and process framework, leads, partners in and/or facilitates the execution of local programs in one or more of the following areas:

Talent Acquisition:

-Proactively working with business partners to identify human capital needs and creating plans that meet those needs, including recruitment and selection.
-Creating new hire orientation and on-boarding support programs in alignment with global standards.

Learning & Development:

-Initiating and leveraging Global COE processes to effectively manage identification of top talent, succession planning, leadership development, employee opinion surveys, implementation of training programs and development processes and the annual performance management process to increase organizational effectiveness.

Inclusiveness & Diversity:

-Working with Global COE to implement programs locally that foster a diverse and inclusive workplace that drives an engaged, high performing culture.

Compensation:

-Leveraging global COE resources to provide compensation consultation and solutions aligned with Global COE practices and guidelines and the Global Compensation philosophy.

Benefits:

-Working with Regional and/or Corporate resources to ensure local benefits are market competitive and cost effective. Coordinates employee leaves of absence leveraging local third party administrators.

Employee Wellness:

-Designing, creating and managing wellness programs that aligns employee health, population risk factors, prevention behaviors, program branding and metrics driven accountability to reduce health care costs.
-Managing and/or leveraging vendor relationships to provide fitness facilities, food service and/or employee product purchases.

Enterprise Employee Information (EEI):

-Supporting global systems by ensuring accurate employee data, alignment with global processes and calendars and provides consultation to client groups on the effective utilization of global systems and processes.
-Supporting, maintaining and/or coordinating with other team members/vendors to administer local payroll, local systems/applications and/or other local employee programs

Domestic Relocation:

Manages local relocation programs in alignment with Global COE principles and practices

Key Responsibilities:

-HR Administrative Support

-Provide administrative support for HR executives
-Assist in HR transactional processes which included Purchase Order (PO)/ Purchase Requisition (PR) creation and invoice processing for HR department and liaising with the vendors on payment related matters.
-Support HR department in overall administration duties and operation tasks including Staff Meeting coordination/ arrangement, documentation courier and etc.
-Fruits basket and Wreath arrangement for all 3 affiliates in Malaysia
-Staff entitlement support \xe2\x80\x93 Work with warehouse on delivery date, email employee on receiving date and checking.
-Coordinate with Employee Store committees to upload the employee store listing on monthly basis
-Work with Talent Acquisition partner and HR generalist to ensure the face recognition registration and deregistration process are completed in timely manner.
-Season car park related administration for Directors & Managers.

-Learning & Development Operations Support

-Ensure all the training related information is updated into the tracker file on a timely manner
-Involve in all in house training and external training discussion with L&D specialist
-Coordinate with L&D specialist on HRDF grant application supporting documents.
-Work with relevant parties (i.e. trainer, F&B vendor, IT support and etc) to ensure the training arrangement are all in order prior to the training session.
-Compile training information and submit it via HR SNOW to update training information into EC for GBS team.

-Responsible for Leave Management:

-Ensure supervisor code for new managers are created in HRMS on a timely manner.
-To ensure employees\xe2\x80\x99 upline is updated in leave system on a weekly basis based on the upline change report provided by EEI team
-Ensure the replacement leave request is updated accordingly in HRMS system on weekly basis.

-Responsible for HR ServiceNow Ticketing system:

--Act as Tier 1 support for HR ServiceNow ticketing system such as troubleshooting 101 (i.e password reset for FlexESS and employment verification letter preparation).
-Handle employee request via ServiceNow ticketing system and ensure quick, equitable and courteous resolution within service level agreement

Required Knowledge, Skills, Abilities and/or Related Experience:

-Good networking, strong customer focus and relationship building skills
-Good team player, detail-minded with strong numerical sense
-High level of attention to detail and accuracy
-Ability to be versatile coping with ambiguity and work odd hours when required
-Proficient in Excel (Vlookups, Pivot tables, formula setting etc.)
-Tactful, resourceful, self-motivated and able to uphold confidential matters.
-Efficient with excellent planning, organizations, implementation and follow up skills.
-Good interpersonal and excellent communication skills in both English and Bahasa Malaysia.

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