Development of the
HR
De
partment
- Manages HR staff, encouraging their development.
- Coordinates external resources (consultants, attorneys, trainers, HRIS services, insurance).
- Studies HR policies, programs, and practices to update management on developments.
- Administers programs and guidelines to align workforce with company goals.
- Participates in key meetings and seminars.
- Oversees the annual HR budget, including services, recognition, activities, and benefits.
- Sets departmental goals, objectives, and measurements aligned with company strategies.
- Implements HR programs, resolve issues, and identifies improvement opportunities.
- Prepares reports to track strategic goal achievements.
Organization Development
- Plans and evaluates organizational structure and job design, recommending changes to BOM.
- Oversees committees on wellness, training, safety, and cultural activities.
- Monitors core values and culture to support company goals and employee satisfaction.
- Integrates strategic planning results across departments.
- Oversees employee communication channels, including surveys, newsletters, focus groups, and meetings.
- Supervise and update HR polices, give suggestion to BOM for implementing polices with labor code.
- Manages organization- wide development processes like succession planning and workforce improvement.
Employee Relations
- Coaches managers in communication, feedback, and recognition.
- Reviews termination recommendations and leads safety and health program implementation.
- Advises on disciplinary actions and performance improvements.
- Conducts surveys on satisfaction and engagement.
- Communicates policies, procedures, and labor laws effectively.
- Develops HR policies on employee relations and rights.
- Implement labor discipline, working with the trade union to propose solution to BOM for resolving conflicts
- Investigates complaints or concerns.
- Establishes practices for positive employer- employee relationships and high morale.
arising between the company and employees in accordance with legal regulations.
Employment
- Interviews high- level candidates, contributing to finalist decisions.
- Standardizes recruitment and hiring practices for superior workforce selection.
Compensation & Benefits
- Monitors pay practices for effectiveness and cost management.
- Coordinates cost- effective benefits, monitoring national trends for improvements.
- Designs wage structure, pay policies, and incentive schemes; oversees variable pay systems.
- Conducts competitive research to attract and retain talent.
- Develops benefit orientations and recommends enhancements for employee satisfaction.
- Leads annual salary survey participation and explores best practices for benefits.
Training and Development
- Executes planning program of professional career for employee who is having potency.
- Supports selection of external training programs and manages training budgets.
- Establishes in- house training systems, including impact measurement and knowledge transfers.
- Assigns training responsibilities and provides resources (workshops, manuals, handbooks).
- Maintains training records.
- Oversees performance management programs.
Regulations & Laws
- Manages legal information preparation and serves as primary contact for employment law matters.
- Protects company and employee interests, minimizing risks in line with HR policies and laws.
- Ensures compliance with labor laws and reporting requirements.
