HR Executive (Training & Recruitment - T&R)

1. Recruitment:

• Analyze the job nature and requisition of manpower in line with the business planning of company.
• Participate to compose, improve and ensure all procedures of the recruitment to be done in place.
• Be in charge of recruitment by placing adverts, researching CV in internet, contacting head hunters & universities to have a good source of manpower supply.
• Screen CV and carry out 1st interviews, make short list candidates and then arrange for interviews with head of department and director in charge.
• Conduct personality checks with previous employers before a job offer is made.
• Co-ordinate with IT department and Admin executive to prepare a seat and working facilities for new staff.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. Make records for this subject (if any).
• Implement staff evaluation after probation period.
• Control cost on recruitment effectively and ensure to provide adequate human resources for company business.

2. Training:

• Assist HRM to analyze training needs for employee development
• Assist HRM to analyze HR policy.
• Implement training plan, and monitor it effectively.
• Control and evaluate cost of annual training.
• Make evaluation after training.

3. Quality system control:

• Be in charge of quality management representative of HRA department.
• Participate in the Company ISO team as an internal auditor.
• Supervise and suggest to improve recruitment and training procedure.
• Be in charge of filling records/ documents of HRA basing on the company’s record/ document control procedure.

4. Employee relations:

• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Consult with supervisors and managers on company policy and labor law.
• Advises managers and staff on the interpretation and application of a range of complex and demanding HR areas such as policies and procedures.
• Advises managers on organizational policy matters such as equal employment opportunity, pay equity, employee rewards…
• Assist in development of surveys, employee meetings and communication messages.
• Provide current and prospective employees with information about policies, job duties, working conditions, opportunities for promotion and employee benefits.
• Conduct exit interviews to identify reasons for employee termination.
• Support Admin on any events, company trips, or any related assignments by HRM.