loreli roxas

Responsibilities:

HR Policies and Procedures

•Handles HR policies and procedures in order to explain personnel laws, rules, regulations, standards, policies and procedures to all employees at all levels of the organization
•Takes exceptions to policy to HR Director for rulings
•Proposes modifications to HR Policies, procedures and standards
•Assist in making recommendations to the HR Director on organizational changes and the optimal use of personnel
•Develop and manage effective relationships and lines of communication with employees at all levels of the organization
•Coordinate the development of consensus in addressing HR issues; utilize quality tools involving quantitative analysis and interpersonal/team interaction
•Manage all HR BP-related issues and prepare periodic and concise reports when requested



Manpower Planning and Resourcing

•Identify manpower needs for the organization for the short, medium and long term.
•Works with line managers on developing a workforce plan for talent acquisition to effectively meet business needs and requirements.
•Works with line managers and HR to identify best sourcing options of candidates.

Talent Management

•Develops and maintains staffing flowchart
•Ensures the staffing process is adhered to and educate the business
•Oversees the recruitment process from start to finish including the on boarding process
•Responsible for contract and offer negotiations and ensure that candidate expectations are managed to avoid disappointment and potential misunderstanding

Employee Relations

•Receiving and handling grievances, complaints and investigations in a confidential manner
•Explains the roles of employees and supervisors in the company's action plan and in the successful operation of the performance appraisal system

• Coordinate staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff
• Prepare notices and advertisements for vacant staff positions
• Schedule, organize and participate in interviews
• Conduct reference checks on possible candidates
• Provide advice and assistance with writing job descriptions
• Provide advice and assistance when conducting staff performance evaluations
• Identify training and development opportunities
• Organize staff training sessions, workshops and activities
• Process employee requests for outside training while complying with policies and procedures
• Provide advice and assistance in developing human resource plans
• Monitor staff performance and attendance activities
• Provide basic counseling to staff who have performance related obstacles
• Provide advice and recommendations on disciplinary actions
• Provide information and assistance to staff, supervisors and Management on human resource and work related issues
• Develop and implement a human resources plan and personnel management policies and procedures
• Arrange for the repairs of computers and other office equipment and assist with organizing staff to carry out work due periods of equipment shutdowns.

• Administer compensation, benefits and performance management systems, and safety and recreation programs.
• Identify staff vacancies and recruit, interview and select applicants.
Allocate human resources, ensuring appropriate matches between personnel.
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
• Analyze training needs to design employee development, language training and health and safety programs.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
• Conduct exit interviews to identify reasons for employee termination.
• Represent organization at personnel-related hearings and investigations.
• Negotiate bargaining agreements and help interpret labor contracts.
• Prepare personnel forecast to project employment needs.
• Prepare and follow budgets for personnel operations.
• Develop, administer and evaluate applicant tests.
• Oversee the evaluation, classification and rating of occupations and job positions.
• Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
• Lead and direct the Human Resource team to deliver a comprehensive HR service to the business