HR Executive

OVERVIEW OF THE ROLE:

• Support for the design, implementation and communication of all compensation, benefits, retirement, engagement that are cost effective and consistent with labor market trends and organizational objectives.
• Responsible for manage a company’s HR systems such as: processing employee data, generating HR-related reports, managing system upgrades, and maintaining data integrity.

ROLE AND RESPONSIBILITIES

Total Reward:

a. Compensation, Benefits and planning analyst: 50%

• Work closely and collanorative with Line Manager to design total reward packages to recruit, retain talent and ensure company benefit plans and practices are in compliance with external regulatory requirements;
• Coordinates communications strategies and activities designed to educate and inform employee about total rewards;
• Participate in salary and labour market surveys (benchmarking and industry research and employment trends, track legislation and make recommendations) to determine prevailing pay rates and benefits;
• Responsible for Payroll process (Salary, PIT, Health Insurance, Social Insurance,..).
• Unemployment Insurance & Trade Union, Payslip, Contract making (new/ re-new) & Off boarding process; PIT report;
• Make sure employment database exactly (soft-copy & hard-copy);
• Preparing or updating employment records related to hiring, transferring, promoting, and terminating;
• Preparing government reports as to remain in compliance.

b. Employee Relations & Employer Branding: 20%

• Negotiates employee contracts and represents employees regarding issues such as benefits and workplace practices;
• Ensures a positive environment at work and also helps the employees to achieve their targets;
• Undertake certain activities which help in strengthening the bond among the employees and bring them closer;
• Ensuring company is compliant with state and federal laws;
• Drives a culture of innovation, high performance; transparent communication;
• Drives talent engagement initiatives;
• Join/ support internal & external activities to develop Employer Branding.

c. HRIS (30%):

• Manage a company’s HR system and assure data integrity of HR information globally;
• Export regular and ad hoc reports: headcount, salary, turnover reports;
• Create new accounts and manage access permissions;
• Troubleshoot and report technical issues;