Job Function
Human Resource (HR)
Job Summary
The HR Operations Support Specialist is responsible for providing HR consulting to the business. He/She liaises with line managers to understand critical requirements, project future skills demand, and collaborates with hiring managers to prioritize requirements. He/She supports the business leaders to assimilate new hires into the organisation effectively. He/She guides learning managers to focus on learning programmes to bridge staff capability gaps and build new skills. He/She supports the business in the identification and management of high-potential talent and the implementation of succession plans. He/She advises on non-monetary benefits options to the compensation manager to align with workforce needs. He/She manages employee issues and supports line managers in exit and retirement processes.
As the main point of contact between HR and the business, he/she is an excellent communicator who aligns interests among various stakeholders to promote a cooperative and collaborative work environment. He/She adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.
Job Responsibilities/Key Tasks (External)
Plan HR and workforce strategy and organisation development - Assist in developing a plan to deploy the organisation's workforce to maximise productivity in pursuit of organisational vision, mission, strategy, and plans in consultation with stakeholders.
- Collaborate with line managers to project future skills demand and supply.
- Advise line managers on resource planning options.
- Facilitate the redesign of the organisation structure to deliver its vision, mission, strategy, and plans effectively and efficiently.
- Liaise with employees to evaluate the effectiveness of organisation development and change interventions.
- Support senior management to review organisation development and change interventions.
Attract talent - Recommend sourcing channels to source the right candidates in line with business needs.
- Prioritize critical open positions to be filled in consultation with line managers.
- Guide hiring managers in the selection of candidates with the right competencies, experience, and culture fit through effective screening and assessment processes.
- Advise hiring managers on the principles of fair and unbiased employment selection practices.
- Provide advice to business leaders and managers to position the organisation as an employer of choice to secure candidates.
- Secure the involvement of business leaders in the onboarding processes to assimilate new hires effectively.
- Guide onboarding managers to enhance the effectiveness of orientation, induction, and assimilation programmes.
Develop talent - Define learning and development needs based on business and staff capability needs.
- Guide employees to refer to career development policy, framework, and programmes for career progression in the organisation.
- Guide line managers in their understanding and usage of performance management policy, framework, and processes.
- Guide line managers to cascade key performance indicators and performance goals to employees aligned to business requirements.
- Support talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organisation.
- Guide senior management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation.
Engage talent - Guide line managers in the usage of compensation strategies and programmes to attract, motivate, and retain the workforce.
- Review the needs of the workforce to recommend non-monetary benefits options to the Compensation and Benefits manager.
- Provide support to senior management in rolling out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements.
- Manage labour relations to achieve work harmony and progress towards organisational goals.
Job Requirements
- Proficiency in basic MS Office Applications / Microsoft Power Platform Applications.
Professional Qualifications & Relevant Experience
- Diploma or Degree in HR.
- 5 to 8 years of HR experience.
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