1. Development of the HR Department
- Implements HR programs, resolve issues, and identifies improvement opportunities.
- Manages HR staff, encouraging their development.
- Oversees the annual HR budget, including services, recognition, activities, and benefits.
- Coordinates external resources (consultants, attorneys, trainers, HRIS services, insurance).
- Studies HR policies, programs, and practices to update management on developments.
- Sets departmental goals, objectives, and measurements aligned with company strategies.
- Prepares reports to track strategic goal achievements.
- Administers programs and guidelines to align workforce with company goals.
- Participates in key meetings and seminars.
2. Organization Development
- Monitors core values and culture to support company goals and employee satisfaction.
- Manages organization-wide development processes like succession planning and workforce improvement.
- Oversees employee communication channels, including surveys, newsletters, focus groups, and meetings.
- Plans and evaluates organizational structure and job design, recommending changes to BOM.
- Supervise and update HR polices, give suggestion to BOM for implementing polices with labor code.
- Integrates strategic planning results across departments.
- Oversees committees on wellness, training, safety, and cultural activities.
3. Employee Relations
- Develops HR policies on employee relations and rights.
- Communicates policies, procedures, and labor laws effectively.
- Establishes practices for positive employer-employee relationships and high morale.
- Conducts surveys on satisfaction and engagement.
- Coaches managers in communication, feedback, and recognition.
- Investigates complaints or concerns.
- Advises on disciplinary actions and performance improvements.
- Reviews termination recommendations and leads safety and health program implementation.
- Implement labor discipline, working with the trade union to propose solution to BOM for resolving conflicts
arising between the company and employees in accordance with legal regulations.
4. Employment
- Standardizes recruitment and hiring practices for superior workforce selection.
- Interviews high-level candidates, contributing to finalist decisions.
5. Compensation & Benefits
- Designs wage structure, pay policies, and incentive schemes; oversees variable pay systems.
- Conducts competitive research to attract and retain talent.
- Monitors pay practices for effectiveness and cost management.
- Leads annual salary survey participation and explores best practices for benefits.
- Coordinates cost-effective benefits, monitoring national trends for improvements.
- Develops benefit orientations and recommends enhancements for employee satisfaction.
6. Training and Development
- Assigns training responsibilities and provides resources (workshops, manuals, handbooks).
- Oversees performance management programs.
- Establishes in-house training systems, including impact measurement and knowledge transfers.
- Supports selection of external training programs and manages training budgets.
- Maintains training records.
- Executes planning program of professional career for employee who is having potency.
7. Regulations & Laws
- Ensures compliance with labor laws and reporting requirements.
- Manages legal information preparation and serves as primary contact for employment law matters.
- Protects company and employee interests, minimizing risks in line with HR policies and laws.
