People Partner

Roles and responsibilities

We are looking to hire a highly motivated Personnel Specialist who will be responsible for personnel administration including attendance management, and social insurance, medical insurance and creating and maintaining personnel records for each employee.

Job Responsibilities &Duties:

- Responsible for processing new employees, transfers, and resignations

- Responsible for issuing new employees Ids.

- Responsible for the health and life insurance programs (Enroll new hires, Terminations, reports)

- Responsible for keeping employees hiring documents completed.

- Manage & update employee’s files.

- Controlling the vacation system and track the vacation balance of all employees.

- Manage and maintain employee records, including personal information and job history.

- Handle employee relations issues, such as conflict resolution, disciplinary actions, and grievances, ensuring fair and consistent treatment.

- Responsible for reviewing the absence cases & take the required disciplinary action upon company policy.

- Prepares employment contracts, ensuring that all necessary details and legal requirements are included, and ensures that contracts are reviewed and signed by the appropriate parties.

- Maintain up-to-date knowledge of HR policies, procedures, and compliance requirements.

- Investigate and resolve employee concerns and complaints in a fair and objective manner.

• Strategic Thinking:

  • Ability to develop and align HR strategies with business objectives, ensuring that people initiatives contribute directly to organizational growth.
  • Strong business acumen to understand and contribute to the organization’s strategic goals, culture, and performance objectives.

• Employee Relations & Engagement:

  • Expertise in building and maintaining strong employee relationships, acting as a trusted advisor to both managers and staff.
  • Ability to design and implement employee engagement programs that improve morale, retention, and overall organizational culture.
  • Proficiency in conflict resolution and managing sensitive employee issues, including performance concerns, grievances, and workplace disputes.

• Talent Management & Development:

  • Deep knowledge of talent management strategies, including recruitment, onboarding, career development, and succession planning.
  • Strong experience in coaching and mentoring managers to help them manage and develop their teams effectively.
  • Ability to identify high-potential talent, design training programs, and help employees achieve career growth aligned with organizational needs.

• Performance Management:

  • Experience with performance appraisal systems, goal setting, and continuous feedback mechanisms that help align individual performance with business objectives.
  • Ability to manage employee performance and address issues through constructive feedback, coaching, and development plans.

Desired candidate profile

• Relationship-Building: Strong ability to build and nurture relationships across the organization, from executives to employees, while maintaining an approachable and collaborative demeanor.
• Emotional Intelligence (EQ): High empathy, self-awareness, and the ability to manage and regulate emotions, especially in complex or difficult situations.
• Influence & Negotiation: The ability to influence leadership and employees, especially on issues such as performance management, organizational change, and employee relations.
• Proactivity & Initiative: A proactive, solutions-oriented approach to identifying and solving people-related challenges before they escalate.
• Ethics & Integrity: Strong sense of ethics and confidentiality, particularly when handling sensitive employee issues.

5. Job Responsibilities (General Overview):

• Strategic HR Partnership:

  • Work closely with senior leadership to align people strategies with the overall business objectives.
  • Advise and support managers on HR-related decisions, including recruitment, performance issues, employee development, and talent management.

• Employee Engagement & Culture:

  • Design and implement employee engagement surveys, analyze feedback, and provide actionable recommendations to leadership.
  • Act as a liaison between leadership and employees, advocating for employees' needs and ensuring that organizational initiatives are well-received and executed.

• Talent Acquisition & Retention:

  • Collaborate with talent acquisition teams to develop strategies for attracting top talent that aligns with the organization's culture and objectives.
  • Provide support in onboarding new hires and ensure that they are effectively integrated into the company.
  • Identify potential talent gaps, work on retention strategies, and manage succession planning for key roles.

• Performance Management:

  • Implement and manage performance review cycles, support managers in giving constructive feedback, and develop plans for employee growth.
  • Monitor the overall effectiveness of the performance management system and adjust strategies as needed.