Human Capital Advisor
Tecom Investments
Total years of experience :20 years, 2 Months
• Advise and guide Line Managers and staff members on company policies and procedures, including amendments to ensure consistency in implementation is maintained throughout the company.
• Guide Line Managers in writing job descriptions, deal with manpower planning issues, promotions, training and development, setting PM objectives, identifying competencies, creating self-development plans, capability issues and other HR activities within the Department.
• Provide an analytical and qualitative job evaluation function considering the impact of proposed new jobs and ensure consistency with existing jobs in the Company. Use benchmarks to provide recommendations, advice and proposed HAY evaluation for jobs across all departments.
• Provide an effective employee relations service to line managers and staff, ensuring that appropriate advice and/or counselling is provided. This will include advising and participating in disciplinary and grievance interviews to ensure equitable treatment of staff within policy and ensure completion of supporting documentation.
• Job holder is required to maintain relations with various external parties e.g. employee relatives in case of emergency, and other government bodies with regard to facilitating and expediting satisfactory conclusions to employee issues.
a.Provide support to the Learning in arrangements and delivery of the Learning activates at the respective site.
b.Training need analyses.
c.Facilitate staff training by retrieving training requirements from annual appraisals, skill mapping, , recommendations and implement measuring system for monitoring training effectiveness and ensure the training database is updated.
d.Prepare Training Program for the hall year.
e.Responsible for keeping the Training database up to date
f.Ensure that all 3rd Party training providers have valid license and have a contract with company.
g.Builds, directs, manages, and ensures implementation and effectiveness of the Performance Management and Improvement System.
h. Implements a performance management and improvement process that leads to a positive and measurable impact.
i.Collate and up-date all relevant information at the end of the process and generate exception report, if required.
J.Communicate the competencies (job knowledge and job skills) necessary to be successful in a position
k. Ensure that employees have the required competencies, or that there is a process and plan by which they can acquire them
1.Compensation & Benefit:
a.Plan, direct, or coordinate compensation and benefits activities and staff of an organization.
b.Monitoring the organization’s salary structure and benefits provision to ensure a balance between controls of costs and attracting and retaining staff.
c.Researching and analyzing salary rates and benefits offered by other employers in the same sector.
d.Undertaking job evaluations to ensure that the differences in pay between those doing different jobs within the organization are fair and are perceived to be so.
e.Manage and maintain electronic payroll database and payroll records in line with policy.
f.Process changes impacting payroll.
2.Payroll:
a.Manage and maintain electronic payroll database and payroll records in line with policy.
b.Process changes impacting payroll.
c.Initiate and process payroll runs as per payroll calendar.
d.Perform exception processing of payroll when required.
3.Reward:
a.Deliver communication to Staff for planned, and on request, for events related to process and changes to Reward Policy
b.Administer and process reward changes (salary actions, incentives, and bonus payments) and update the HR system and feed of pay data to payroll.
c.Identify employees eligible for Long Service Award (LSA), process LSA according to the established policy.
d.Co-ordinate, implement and monitor Change Initiatives through various Recognition awards.
4.Budget:
a.Manage indirect budget for the respective site.
b.Develop monthly budget monitoring report.
01.HR Policy & Legal Compliance:
a.Monitor and implement compliance requirements for HR processes in accordance with Company Policies.
b.Distribute accurate and up-to-date on site postings and communications for employees related to HR policy and legal compliance and manage process including acknowledging receipt.
c.Responsible for successful conduction of Legal Compliance.
02.Payroll:
a.Manage and maintain electronic payroll database and payroll records in line with policy.
b.Initiate and process payroll runs as per payroll calendar.
03.Training & Development:
a.Facilitate staff training by retrieving training requirements from annual appraisals, skill mapping, , recommendations and implement measuring system for monitoring training effectiveness and ensure the training database is updated.
d.Prepare Training Program for the hall year.
e.Responsible for keeping the Training database up to date
04. Recruitment:
a.Communicating requirements to agency; advertising local/internal vacancy; using interviewing techniques; ensuring adherence to standards of selection process; coordinating panel interviews for key positions; administering selection tests; assessing candidates against job specification; deciding on candidate/recommend short list; making job offers; informing unsuccessful candidates,
b.Achieving high cost efficiency in the overall Recruitment process and gaining Competitive Advantage for the business by identifying potential recruitment sources suited for our business from the local/ international industries, universities, employee referrals, technical associations and recruitment agencies.
10.Exit:
a.Prepare the exit package for employees, inform all concerned who are involved in clearance and conduct exit interviews of staff members, if required
b.Terminate the levers record from the system.
c.Liaise with Finance function to coordinate completion of exit activates, e.g EOSB, Pension figure, etc.
a. Effective case management of people related issues such as: disciplinaries, performance management, employment tribunals, grievance and absence management
b. Developing effective relationships with the business to promote good employee relations across the organization
c. Monitoring trends in employment practices and advising on appropriate proactive action.
d. Providing advice and guidance on disciplinary and welfare cases, capability, grievance, and coaching managers where appropriate.
e. Advise and guide on pay related matters: pay reviews, reward projects, changes to pay related terms etc
f. Lead on the employee relations aspects of proposed changes to the business structure.
g. develop and drive a comprehensive employee engagement strategy that elevates the employee experience; informs and motivates employees; and supports Firm business goals and culture
h. Evaluate how information is communicated internally and devise ways to optimize our approach, including developing HR’s long-term digital strategy and examining targeted digital media and emerging communication tools.
2.P.R:
a.Ensure timely availability of visas for all approved visiting guests and new employees and their dependents.
b.Maintain close working relationship with concerned Visa issuing authorities.
c.Employees annul gathering events.
1.Work Force Administration:
a.Maintain and establish staff records in accordance with good industry standards, for their respective sites.
b.Provide Contract related document administration activities associated with new staff hire promotion of staff or posting of staff.
c.Process employee data updates as and when required.
d.Manage and operate automated Time and Attendance collection system, where applicable.
e.Manage Time and attendance data to calculation of overtime payments.
f.Manage and provide reports pertaining to employee absence.
g.Manage administration of all leave types
2.Payroll:
a.Manage and maintain electronic payroll database and payroll records in line with policy.
b.Process changes impacting payroll.
c.Initiate and process payroll runs as per payroll calendar.
d.Perform exception processing of payroll when required.
3.P.R:
a.Ensure timely availability of visas for all approved visiting guests and new employees and their dependents.
b.Maintain close working relationship with concerned Visa issuing authorities.
c.Employees annul gathering events.