Senior Executive - HR

Job Summary

We are looking for a proactive and hands-on HR professional to manage and support the full spectrum of HR functions. This role will work closely with department managers and management to ensure effective manpower planning, employee engagement, performance management, HR operations, compliance, and reporting.

Key Responsibilities1. Talent Acquisition & Workforce Planning

• Collaborate with department managers to identify current and future manpower requirements.
• Develop and maintain manpower plans based on business requirements and operational needs.
• Conduct manpower forecasting to anticipate future hiring requirements based on business growth, turnover, workload, and operational demands.
• Monitor headcount against approved manpower budgets and identify manpower gaps or excesses.
• Work with department heads to review staffing requirements and optimise workforce allocation.
• Track recruitment progress, vacancies, time-to-hire, and hiring costs.

1. Employee Relations & Engagement
2. Act as the first point of contact for employee concerns, grievances, workplace conflicts, and HR-related matters.
3. Support conflict resolution and conduct formal investigations when required.
4. Advise managers on employee relations matters and appropriate HR practices.
5. Develop and coordinate employee engagement initiatives, company activities, and staff welfare programmes.
6. Monitor employee morale, retention, absenteeism, and turnover trends.

7. Identify areas for improvement to strengthen employee engagement, workplace culture, and productivity.

8. Performance & Talent Management

9. Manage annual and mid-year performance review cycles, including timelines, KPIs, documentation, and follow-up.
10. Partner with managers to establish clear performance objectives and KPIs.
11. Monitor completion and quality of performance appraisals.
12. Support managers in managing underperformance and developing Performance Improvement Plans (PIPs).
13. Track employee performance and identify high-potential employees and development opportunities.

14. Support succession planning and internal talent development initiatives.

15. Compensation, Benefits & HR Operations

16. Support the review and benchmarking of salary structures, benefits, incentive schemes, bonuses, allowances, and leave policies.
17. Assist management in reviewing compensation trends and making recommendations where appropriate.
18. Coordinate with payroll teams to ensure accurate and timely payroll processing.
19. Review payroll-related information and identify discrepancies or irregularities.
20. Manage and maintain employee records, HR documentation, and personnel information.

21. Ensure HR processes and employee information are accurate and up to date.

22. HRIS & Systems Management

23. Oversee and maintain the company's Human Resources Information System (HRIS) and other HR-related platforms.
24. Ensure employee information, attendance, leave, claims, payroll, and other HR data are accurately maintained.
25. Work with HRIS vendors and internal stakeholders to resolve system issues and improve HR processes.
26. Identify opportunities to automate and streamline manual HR processes.

27. Ensure HR systems are effectively utilised by employees and managers.

28. HR Reporting, Analytics & Management Information

29. Prepare regular HR reports and dashboards for management review.
30. Track and report key HR metrics including:

• Headcount and manpower utilisation
• Recruitment and vacancies
• Employee turnover and retention
• Absenteeism and attendance
• Overtime and manpower costs
• Leave utilisation
• Payroll and compensation trends
• Performance review completion
• Training and development
• Analyse HR data and identify trends, issues, and areas for improvement.
• Provide management with insights and recommendations based on HR data.
• Prepare monthly, quarterly, and annual HR reports as required.
• Maintain accurate HR records and ensure reports are supported by reliable data.

1. Manpower Costing & Forecasting
2. Prepare and maintain manpower budgets and workforce cost forecasts.
3. Analyse current manpower costs against approved budgets.
4. Forecast manpower costs based on headcount plans, salary adjustments, new hires, resignations, overtime, and business expansion.
5. Work closely with Finance and department heads to monitor manpower expenditure.
6. Highlight potential manpower cost increases and recommend cost-effective staffing solutions.

7. Support management in workforce planning and budgeting exercises.

8. Compliance, Policies & Employee Documentation

9. Ensure HR practices comply with applicable employment laws, regulations, and statutory requirements.
10. Stay updated on changes in employment legislation and advise management on relevant HR implications.
11. Conduct periodic HR compliance checks and audits.
12. Develop, review, and update HR policies, procedures, employee handbooks, and employment documentation.
13. Ensure proper documentation of employee disciplinary matters