Provide appropriate HR strategies and direction, and drive appropriate HR initiatives to address our client’s short-term and long term business needs in order to best support our client's strategic orientations and performance plans.

1.  Review organizational human resource requirements including talent management, short term & long term manpower plan, succession plan and change management program.

2. Lead and provide guidance in the area of employees’ learning and development in order to meet the human capital needs of the organization.

3. Propose and recommend Total Remuneration Packages in view of the following:

a) To improve benefits that need to be more competitive to market

b) To review benefits that are more of a "liability" to the organization and make it more in line with industry practice

c) To align with future organization needs and directions

4. Develop and lead HR communication actions to ensure internal and external (if needed) buy-in of HR matters as well as aiming at attracting and retaining talents (HR marketing actions).

5. Coach the development of HR operation standards and appropriate manuals / handbooks and compliance to procedures and new government regulations.

6.  Responsible for all HR legal matters arising – contracts, conformance of business to relevant legislation and regulations especially in relation to employment matters and products.

7.  Provide guidance to line managers various human resources issues such as counseling, performance improvement plan, disciplinary actions and grievances.

8.  Advise P&I / HR Steering Committee /Line Managers on current employment issues, HR best practices, technology and compensation & benefits trend to ensure the business not only conforms to regulations but develops appropriate people strategies in readiness for these future business developments.

Competencies

Leadership

Analytical and critical thinking

Communication

Relationship management

AdaptabilityOrganizational skills