OMNI ALL IN (SINGAPORE) PTE. LTD.
RESPONSIBILITY:
Human Resource & Administration
- Liaises with respective DEPT/OPS managers to understand critical requirements and projects future skills demand to prioritise hiring requirements.
- Advises on non-monetary benefits options to compensation manager to align it with workforce needs. He manages employee issues and supports respective DEPT/OPS managers in exit processes.
- Aligns interests amongvarious stakeholders to promote a cooperative and collaborative work environment, adopting a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.
- Collaborate with respective DEPT/OPS managers to project future skills demand and supply, advise respective DEPT/OPS managers on resource planning options.
- Liaise with employees to evaluate effectiveness of organisation development and change interventions, adopt a service-oriented mindset and people-centricity in dealing with workforce and business stakeholders.
- Engage senior management to support organisation development and change interventions with reference to HR policies, prevailing labour policies, employment laws and regulations, etc.
- Develop communication material/Information kits for HR programmes/activities to convey desired messages clearly and effectively to the target audience.
- Communicate with employees on areas such as benefits and claims eligibility and administration, re-employment and termination guidelines.
- Construct learning and development programmes to equip people with the right capabilities and prepare them well for the work they are assigned to perform.
- Selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes, on the principle of fair and unbiased employment selection practices.
- Any other tasks assigned by superior.
Learning & Development
- Define learning and development needs based on business and staff capability needs, coach employees to refer to career development policy, framework and programmes for career progression in the organization.
- Lead and facilitate the Annual Appraisals activities, Performance Evaluation exercise and staff’s disciplinary sessions.
- Guide respective DEPT/OPS managers in usage of compensation strategies and programme to attract, motivate and retain workforce, review needs of the workforce to recommend non-monetary benefits options to the Compensation and Benefits manager.
- Provide support in rolling-out employee engagement activities to motivate employees to deliver superior performance in fulfilling organizational requirements.
- Manage labour relations to achieve work harmony and progress towards organizational goals, recommend alternate strategies to prevent redundancies in the organization.
- Conduct exit interviews to gather feedback for better employee retention, support respective DEPT/OPS managers to manage involuntary exits due to redundancy or other reasons.
REQUIREMENTS & QUALIFICATIONS:
- Minimum 3 to 5 years of working experiences in Human Resource, with training experience will be a plus. For Senior/Managerial positions, will depend on relevant years of experience.
- Recognized Degree / Diploma, preferably in Human Resource
- Knowledge of Labour Law and HR leading practices
- Knowledge in change management and dealing with organisational growth and/or changes
- Strong interpersonal, presentation and communication skills
- Strong coaching ad mentoring skills
- Demonstrated ability to learn and adapt to changing technologies
- Able to multi-task and work independently in a fast-paced environment
- Positive attitude, meticulous, and possess good organizational skills
- Eager to learn and inquisitive by nature
- Proficient in English, knowledge of different languages would be an advantage to communicate more fluently
- Basic proficiency in Microsoft Excel, Word, PowerPoint, and Outlook
Plus Points (Present/Experience):
- Derive relevant insights from analysis and recommend enhancements to the organisation’s HR practices taking into consideration the business context and operating environment.
- Develop insightful presentation derived from data analytics and HR metrics benchmarking using dashboards or data visualization tool, to guide decision making.
- Review the range of HR services against their corresponding HR service delivery channels critically to identify opportunities for continuous improvement of service quality or cost reduction.
- Implement HR transformation programmes to improve the effectiveness of HR service delivery and cost efficiency for the organization.
