Strategic Partnership:
Contribute to the development and implementation of long- term HR strategies (Talent, 3P, Digital HR, Engagement).
Work directly with BU Directors and Department Heads (Sales, Marketing, Medical, etc.) to understand business objectives and develop aligned people strategies.
Advise BU Directors on organizational design, workforce structure, and succession planning.
Forecast workforce requirements (Workforce Planning) based on market expansion, product launches, and distribution channels.
Talent Acquisition & Onboarding:
Monitor and evaluate recruitment effectiveness through key metrics such as candidate quality, time- to- fill, and probation success rate.
establish and maintain a sustainable talent pool for both short- term and long- term staffing needs.
Contribute to the planning and execution of the company’s Employer Branding strategy, enhancing its reputation in the labor market, particularly within the pharmaceutical and beauty industries.
Supervise and ensure the implementation of a structured Onboarding program, enabling new hires to integrate quickly, improve their employee experience, and increase retention within the first six months.
Actively participate in interviewing and assessing critical positions, serving as a strategic advisor in talent selection decisions.
Standardize and oversee the effectiveness of the end- to- end recruitment process — from demand identification, job posting, screening, competency assessment, to final selection — ensuring fairness, transparency, and professionalism.
Performance & Rewards:
Monitor and report on key performance indicators, while training managers in evaluation techniques, feedback, and effective team management.
Implement performance management systems (KPI, BSC) that align individual objectives with BU goals and overall corporate strategy.
Advise line managers on setting SMART goals, conducting regular reviews, coaching, and improving team performance.
Collaborate with the C&B team to apply Pay- for- Performance policy, linking KPI/OKR results with compensation policies under the 3P framework.
Ensure internal equity and market competitiveness through regular benchmarking and workforce data analysis.
Learning & Development:
Collect feedback and evaluations from training sessions to enhance learning quality and overall training effectiveness.
Design training frameworks and plans to address departmental training needs, aligned with career progression pathways for each position and the company’s long- term growth strategy.
Implement and coordinate training programs both within and outside the company.
Identify high- potential and talented employees, proposing appropriate deployment and development solutions based on individual career paths and the company’s development orientation.
Develop training and development roadmaps (including internal and external training programs).
Employee Engagement & Culture:
Monitor employee engagement metrics (eNPS, ESI, turnover rate) and analyze exit/attrition data to identify root causes.
Design and implement employee engagement initiatives, including recognition programs, internal communication campaigns, and cultural events to foster a positive work environment.
Partner with managers to address employee relations issues, resolve workplace conflicts, and promote an inclusive and collaborative culture.
Act as a Culture Ambassador, promoting core values and reinforcing company culture across all levels.
HR Operations (30%):
Enhance the employee experience throughout the entire lifecycle, from recruitment to offboarding.
Cross- functional collaboration: Work closely with other departments and gather feedback to develop appropriate HR solutions.
Ensure HR processes run smoothly, efficiently, and in an organized manner.
Foster a well- structured work environment that supports the workforce.
Report:
Report to the HR Director (HRD)
