Principal Consultant
HR
Total years of experience :15 years, 4 Months
CORE HR COMPETENCIES (Contd...)
Talent Acquisition & Management
• Implementing new recruitment process to ensure hiring of right talent in the most cost
effective manner.
• Keeping a tab on Turnaround time for hiring.
• Managing and Advising Managers on Talent Management and managing Skill Gap.
• Working with hiring managers to define their recruitment needs and agree on timelines.
• Implementing the recruiting and interviewing plan for each open position.
• Reviewing applicants’ CVs to evaluate if they meet the position requirements as per the
Recruitment process.
• Conducting pre-screening interviews and personality assessments.
Employee Relation and Welfare
• Establishing direct contact with all new employees, meeting and guiding them through their
induction and the company’s policies and procedures.
• Assisting employees with high standards of HR support.
• Conducting investigations as needed to resolve employee relations and advise Management
of appropriate resolution
• Providing counseling and career planning advices to employees
• Conducting Exit Interviews and End of Service Settlements
• Conducting training for Employees and ensure the fixed man-hour of training is attended by
each Employee.
• Conducting Employee Engagement Survey to understand the engagement level and took
necessary measures to ensure high level of engagement in employees
• Undertaking necessary actions in case of disputes between employees and managers.
Compensation and Benefits
• Commencing compensation planning based on resource performance, experience and skill
• Computation and Implementation of increments and bonus
• Creating grading system for the organization and assigning benefits accordingly.
Performance Management
• Understanding the organization and its culture and implement a Performance Management
Method that best suit the organization such as Management by Objective and/or 360 Review
and/or Critical Incident Technique etc.
• Implementing Performance Management Process (PDR and KPI) to suit each organization
requirement.
• Conducting the Performance Management Review and Appraisal.
• Analyze the report and take necessary actions as required.
Policies, Procedures and Processes
• Review and understand the current practices of the organization. Update and create new
policies and procedures to suit the company culture and values.
• Implemented new Employee Retention Plan for the organization.
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CORE HR COMPETENCIES (Contd...)
• Implemented various HR functional processes to ensure smooth functioning such as
Recruitment Process, Induction and Onboarding Process, Training and Development Process,
HR Handbook, Employee Engagement activities
• Implementation of new CSR activities in the organization as part of Employee Engagement
HRMS
• Lead the team of HR Professionals to implement new HRMS system in the organization.
• Routing all HR related matter in the organization via HRMS including but not limited to letter
requests, approvals for travel and reimbursements, payroll.
• Transformed the management of all HR documents to digital versions
Training and Development
• Understanding the skill gaps in each job position and planning Training and Development
activities accordingly.
• Following the 70-20-10 model to ensure all employees within the job function are competent.
HR Administration
• Monthly pay-rolling of salaries
• Finalization and processing of monthly pay-roll through HRMS
• Prepare Offer letters and internal memos (salary certificates, NOCs, Employee Verification)
• Coordinating Visa applications, Non-Sponsor ID cards, Labour Cards and Labour Contracts
of employees.
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