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.

• Data-Driven Decision Making:

  • Proficiency in analyzing HR metrics (e.g., employee turnover, engagement, diversity, and retention) and using insights to drive decisions and measure the success of HR initiatives.
  • Comfort with HR technologies and HRIS systems (e.g., Workday, SuccessFactors, SAP, or similar platforms) for tracking employee data and supporting decision-making.

• Compliance & Risk Management:

  • Strong understanding of labor laws, HR compliance regulations, and employee rights to ensure the organization adheres to relevant laws and standards.
  • Ability to mitigate HR-related risks by implementing policies, practices, and training that promote compliance.

• Communication & Interpersonal Skills:

  • Excellent communication skills to interact with employees at all levels of the organization.
  • Ability to build trust and rapport with senior leadership and managers, providing guidance on people issues while maintaining confidentiality.
  • Presentation and facilitation skills to lead workshops, training sessions, and meetings with employees or leadership teams.

Desired candidate profile

Bachelor’s degree in HR or any relevant field.

- 1-2 years of experience.

- Experience with Labor offices is a must.

- HR Diploma is a must.

- Excellent verbal and written communication skills.
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.
Change Management:

Ability to lead and support organizational change initiatives, ensuring that the impact on people is effectively managed.
Experience in helping employees navigate through periods of transition and uncertainty while maintaining high levels of morale and productivity.