- Create and update the Human resources dept. SOP
- Set the yearly Manpower Plan & labor cost.
- Identify the departmental objectives & goals.
- Assure that all plans are matching the company strategy.
- Set the long-term structure for the company
- Responsible for all results regarding the social insurance & labor office.
- Set the ration plans & programs to decrease the turnover
- Set the contracting system for all company levels.
- Classify the layers of authority and create the Authority Matrix.
- Set the hiring criteria strategically which match with the company strategies.
- Responsible for reporting monthly/quarterly and yearly performance analysis reports for each department; regarding the employee outcome.
- Set the managerial-level KPIs & performance appraisals.
- Update the salary scale quarterly.
- Set the salary structure & scale.
- Create the grading system for each department.
- Set the hiring & recruitment strategies with the recruitment team.
- Enhance the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.
- Set effective HR policies & procedures as per company strategies.
- Analyze and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision-making and provide proactive solutions to their client group.
- Set the Workflow/process for the HR dept. and other departments.
- Partner with Learning & Development to work on value-added programs in areas of training, development, career mobility, and job performance.
- Set monthly meetings to review the Performance through the KPI’s monthly report.
- Responsible to grantee the departmental outcome vs the manpower
- Approve the yearly training, development, and orientation plans.
- Approve the monthly compensation and benefits/payroll
- Approve all internal investigations and penalties
- Approve the workload analysis for each title.
- Review & approve the monthly commission for all commercial departments with the financial team.
- Set the departmental overtime caping.
- Set the labor cost ratio and report it monthly base to the top management.
- Approve the monthly training plan.
- Create a continuous plan to guarantee all employee's product knowledge.
- Analyze Quartey the impact of the training & development plans through the KPIs.
Demonstrated analytical thinking, problem-solving, and decision-making skills. Critical thinker with success in developing innovative solutions to business issues. Outstanding interpersonal and communication skills, both verbal and written.Ability to listen and understand the needs of the employees, together with those of the company.Experience in the same or similar role related to HR for more than 10 years.Demonstrated experience in the various HR functional areas, especially organization development, change management, and employee relations.Excellent interpersonal and communication skills.A deep knowledge of HR programs and practices, including applicable state and employment laws and regulationsknowledge of the business strategy or the ability to probe for required understanding of business strategy/context to properly align solutions or problem-solving approaches