HR Executive

Assist Factory HR Manager to ensure effective, efficient delivery of HR services:
1- Talent Acquisition
a) Recruitment & Sourcing
· Implement recruitment procedure to ensure getting right person for the right position at the right time for non-managerial job positions from Technician level and below
· Maintain and develop professional relationship with external recruitment agencies, government…, and candidates
· Manage recruitment record and candidate profiles. Build and update candiates database
· Constantly reduce the costs of the recruitment process
· Update Job Description library for undertaken positions
b) Staffing process
· Managing staff movement process, included in-coming, internal movement and resign
· Ensure new comers are well-welcomed with On-boarding check list, Induction program and all related arrangement are prepared
· Conduct exit interview and provide actionable insights to HRM and Funtional Heads for retention
· Provide turn-over analysis with actionalble insights to close the gap
2- Compensation and Benefits
· Control personnel data: inputting, updating & filling
· Ensure Operation Efficiency - monthly payroll, SHUI contribution, Health care insurance, Labour Contract follow-up
· Responsible for handling and fixing issues related to HR Payroll Sofware
· Participate in deploying and improving of C&B procedures, processes and supporting tools for HR Department
· Provide excellent answers and consultancy related to compensation and benefits, HR internal activities to employees in a timely and respectful manner
· Support to maintain rapport with internal stakeholders to understand their needs and give solutions to their problems in terms of compensation and benefits
3- Training and Development
· Implement training programs assigned to meet the expectation of training outcomes
· Ensure training logistics are well-prepared
· Always keep up-to-date list of training suppliers as well as courses available in the market
4- Employee Engagement
· Implement annual People First agenda
· Support to anticipate and address the retention risk of organization, especially critical roles
· Diagnose employee momentum
· Responsible for People First Budgeting, including planning, tracking and update activities
5- Report and documentations
· HR reports required by local authority
· Provide related payroll reports: Headcount & labor, Accrual, Risk & Ops, and Add-hoc reports.
· Manage record of candidacy documents.
. Ensure all record/checklist of employees’ life cycle are well-documented