Strategy & Leadership

• Develop and implement HR strategies aligned with overall business strategies
• Influence, facilitate, and lead organizational change and development as per the business need using effective HR expertise and change strategies.
• Plan, design, develop and conduct a fair performance evaluation system focusing on performance culture in the organization
• Lead a fair system of compensation benefits, rewards, Talent development, and succession planning processes in the organization directly linked with individual performance scores.
• Develop an annual HR Plan following the annual business plan of the organization. Ensure that all the activities defined in Annual HR Plan are realistic and add value to the business to achieve its defined target in a timely manner
• Prepare and get approved the Annual HR Plan with all the HR activities to be organized in the year including learning & development activities and its tentative cost.
• Design, update and implement all HR policies, procedures, and processes
• Act as the first point of contact for business leaders in all employee/employment-related topics
• Become a role model of the company’s culture. Take a leadership role in developing a culture that enables employees to perform in accordance with the business objectives.

• Drive the annual HR planning process with inputs from all the top management.
• Planning, managing, and following up company headcount plans and budgets based on business needs in cooperation with department VPS.
• Drive the recruitment process for job vacancies ensuring timely sourcing of talent as per the approved manning plan for the year
• Manage the performance management process and train managers in the implementation. Coach managers in setting meaningful and measurable targets and KPIs, train and develop employees/managers in running the meaningful performance assessments. 
• Lead performance-related employment terminations, in cooperation with line managers if needed.
• Lead the delivery of comprehensive human resource management services through recruitment, career development, succession plan, performance management, and benefits administration
• Organize periodic employee engagement surveys and develop action plans with support from respective line managers to improve the employee engagement and satisfaction rate and become a preferred brand in the local employment market.
• Determine and recommend employee relations practices to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Monitor and advise managers and supervisors in the progressive discipline system of the company.
• Monitor the implementation of a performance improvement process with non-performing employees.
• Ensure that employees have a full understanding of company rules, regulations, values, processes, and policies, and follow up on employee behavior accordingly.

• Plan and oversee the HR department budget and the organization’s training budget.
• Ensure a fair and motivating compensation structure in the organization by proposing salary increments according to the annual plan and instructions.
• Analyze the employment market to develop market competitive compensation and benefits policy and
• practice for the company.
• Ensure compliance with statutory laws and advise managers on legal implications of HR issues related to discipline and employee grievances.
• Support Payroll process by providing Finance dept. with relevant data to ensure proper and timely payment of salary and other benefits, insurance and SSF fund, etc.)
• Guide and coordinate the development and implementation of updated HR systems, processes, and tools to improve the productivity and efficiency of all HR activities.
• Direct the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepare periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Design, direct and manage a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Define competitive compensation & benefits system in the organization. Run periodic compensation & benefits surveys in the market and suggest adjustments where needed.
• Lead the performance evaluation process for the organization and establish the direct link to reward and recognition based on the individual performance achievement.
• Implement a performance improvement plan immediately after the completion of the performance evaluation

• Conduct Training Needs Assessment (TNA) at the time of setting individual targets for all employees.
• Lead the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Evaluate Trainer’s performance and the effectiveness of training programs, providing recommendations for improvement.
• Organize Learning & Development programs following the TNA with the right mix of different training programs.

• Manage overall physical security functions keeping companys   interest paramount. Implements health, safety, and security management for smooth business operation.
• Ensure implementation of health, and safety protection measures for employees in accordance with current legislation and normative legal provision of the country.
• Plan, develop and organize the various activities, which helps to optimize the HR cost.
• Take a lead role in the continuous improvement of ISO certifications (9001 & 27001) and update/execute all the processes, policies, and procedures of ISO requirements. Ensure that all the employees are aware of Occupational Safety and Health & verify and evaluate all the OHS protocols.