HR Spoc

Job description
Colombo

Permanent Role

Role And Responsibilities

Primary Responsibility: Supports relevant business heads by providing overall country HR management for Head Office, and other locations as assigned. This responsibility involves working closely with the business to embed the corporate culture, engage employees, and optimize employee performance. Works with the corporate HR functions to ensure local implementation of policies and procedures, strategic initiatives etc. Provides important insight regarding the people aspects of the business including advice to line management and recommendations to corporate HR.

Other Role Specifics

Connects with employees, demonstrating commitment and support for their success throughout the employee life cycle

Applies local specifics to global HR policies and practices, ensuring clarity in communication throughout the designated region

Ensures the policies follow the local legal requirements as well as corporate direction

Implements and controls the HR policies and procedures to ensure full compliance

Drives culture building activities throughout the region and provides recommendations for local and/or global initiatives

Acts as an ambassador of the values of the organization – ensuring internal communication supports the application of these values

Works with the business to develop and maintain the highest standards of customer service

Understands and helps to cascade the business strategy throughout all levels of employees

Works with the Recruitment team to ensure the right skills in the right place at the right time, in line with budget requirements

Implements and oversees the performance management process

Delivers Induction training and other behavioural or job-related development initiatives as required

Identifies and communicates ongoing people development needs

Suggests and implements (within budget guidelines) suitable employee engagement activities

Advises, coaches and guides line management in their people management responsibilities

Maintains efficiency and accuracy in the full employee services administrative life cycle, including onboarding documentation, visa processing, payroll, employee files, separation procedures etc

Reports and publishes HR dashboards – including but not limited to headcount, leave/attendance, exit, etc.

Analyses such reports and takes relevant action or makes suitable recommendations for appropriate action/policy review

Manages employee relations through open communication with all relevant employees

Acts as employee SPOC for issues and concerns related to employee benefits including medical insurance Snapshot of tasks:

Mobilization and induction of new employees

Records and Employee data management

Promotions and transfers

Payroll

Salary, Compensation, And Benefits Study

Addressing Performance issues

Advise department heads on HR issues and local laws

Arrange training and monitor training data, provide feedback

Staff welfare and counselling, conflict resolution

Policies and procedures

Implement/Execute performance appraisal cycles

HR Systems

Provide support to Recruitment – Writing job descriptions, conducting interviews, etc.

Organizing staff events (annual party, team building etc.)

Terminations and resignations

Qualifications, Experience And Education Requirements

Bachelor or above degree, major in Human Resources Management or related discipline preferably CIPD qualified

Minimum 5-7 Years Of Working Experience In Human Resources

Well versed in local labour law as well as HR related regulations

High degree of proficiency in MS Office functions and experience in using HRIS 6. Experience in developing and implementing Performance Appraisal Systems

Performance Metrics

Performance Management & Career Management

% Of employees that fully execute their individual development plan

% Of employees that participate in career development programs

Employee retentions and Productivity

% Of employees that leave the organization during a given period

Profit per employee

Training & Development Initiatives –

Training Hours per employee per year

% Measure of the rate of productivity before and after the completion of the training program

Adherence score of the policies and procedures across all locations under the purview

The measure of non- compliance reported across all locations under purview.

Mandatory Skills

Fluency in written and spoken English

Self-starter with ability to work on own initiative

Discretion and Integrity

Attention to detail

Flexibility in working hours and travel

Good listener

Problem solver and decision maker; utilizing a pragmatic approach

Preferred Skills

Ability to lead a team