Senior HR Generalist
Undisclosed
Total years of experience :23 years, 1 Months
Report to the Corporate HR Department Manager. Working hand in hand with the HR Department Manager, made HR from administrative role to strategic business partner, including working with corporate management to drive key business and implement performance initiatives, conducted extensive studies related to the organizational fitness of HR Department aligned with the corporate strategy and business requirement. Developed business plans to develop policies, procedures, services, programs and operations, direct human resources functions like recruiting, hiring practices, benefits and compensations. Developed standardized organizational model to clarify authority and responsibilities. Walked proactively in line with the development of HR department to value added services from bureaucratic HR functions
Reported to Project HR Manager. Responsible for induction & orientation of new recruits, probation tracking and management, performance evaluations and training & development. Highly successful career period related to the high adaptability required in the project environment handling 2000 + contract hired non exempt staff. Worked in collaboration with Project HR Manager to design and implement highly specialized HR policies and procedures unique for project environments. Dealt with Chiyoda head quarters in Yokohama to personalize the corporate human resources policy and procedures to adapt with the project requirements. Developed HR grass root level programs to link field units with Chiyoda headquarters and expand corporate organizational vision.
Drafting and finalizing of Technical Service Agreements (TSA), Amendments to TSA, and Supplementary Agreements based on negotiated rate with the Manpower Agencies, approved Employee Requisition and Site Recommendation.
Routing of Technical Service Agreements, Amendments to TSA, and Supplementary Agreements for approval by ADMA-OPCO Management. Prepares and Coordinates memos to Agencies such as but not limited to Termination, Resignation and Demobilization Notices and Transfer Notices of Agency Personnel.
Reviews invoices for payment from Manpower Suppliers with regard to compliance to the approved Technical Service Agreements (TSA), Coordinates with and sends communication to the concerned Agencies for any discrepancy noted on the invoices.
Reviews and checks invoices from all vendors and service providers.
Prepares special reports as per request by Management such as Total Manpower Cost Analysis per Project, Department and Pay Category bases, and Manpower Suppliers/Agencies' Tax compliance status report.
Responsible for the direct-hire personnel (DHP) recruitment activities of the assigned Project/s.
Regularly updates Project Manning List including vacancy list based on Site weekly manning report, mobilization and demobilization records, negotiation results and actual employment requisitions (ER) status.
Negotiate acceptable fees, terms and conditions with interested Manpower Agency for their accreditation with ADMA-OPCO to supply manpower requirements; and subsequently prepares Recruitment Service Agreement for approval by both Parties.
Coordinates with the different Agencies for the request and their subsequent submission of appropriate Curriculum Vitae (CVs) pertaining to the current vacancy list.
Reviews and screens CVs of applicants and endorses pre-qualified CVs to Recruitment Manager or directly to concerned discipline managers, whichever is applicable, for further screening or to conduct telephone or face-to-face technical interview, if deemed necessary.
Conducts telephone interview to pre-qualify applicants as well as to verify some important pieces of information as declared or stated on the CV.
Reviews recommendations for appointments, promotions, transfers, suspensions, and separations of employees in the classified state service.
Conducts interviews and recommends the hiring of new employees. Reviews and approves selection criteria for filling vacancies.
Ensures compliance with and provides interpretation of EEO guidelines relating to personnel processes.
Prepares statistical reports regarding hiring practices and other selection data. Plans, coordinates, and implements recruitment programs; determines labor market conditions and recruitment strategies; prepares job bulletins and recruitment information; determines and places advertisements in appropriate media; and reviews and evaluates applications.
Counsels employees on rights, benefits, and opportunities for career advancement.
