Senior HRBP Executive (TNSL)

A. Key

1) Recruitment (20%) for TNSL Office (all Level) and senior Operations & Transportation roles within TNSL

• Implement effective recruitment and practice, policy and procedures to support the development of TNSL business
• Ensure that recruitment and selection procedures and practice meet operational needs and good practice requirements.
• Place advertisements on internal and external channels and conduct initial screening of CVs and conduct initial interviews (phone or face-2-face)
• Ensure that all job descriptions are in place and remain current and accurate.
• Ensure all new employees administration completed, filed and entered into the system; to include new comer preparations’ checklist, offer letters and contracts for all newcomers mainly working at Office
• Manage the administration of all recruitment records, ensuring that these are complete, accurate and up-to-date.
• Prepare for the onboarding of newcomers and ensure the newcomers are welcomed and well received Induction program

2) Human Resource Business Partnering and Program (40%)

• Partner with the other Tiki HR functions (compensation, benefits, performance management, HRIS, termination and disciplinaries) on delivering appropriate and timely programs and processes for the TNSL
• Act as business partner with employees in the office to provide full supports and advice on people processes.
• Join the meeting with others manager to get alignment on processes and the way of working.
• Build up the PO program/ improvement-new project to drive business growth and ensure availability of skilled leaders in the organization.

3) HR Reporting structure (30%)

• Build up and implement all HR reports system including Turnover Rate, Hiring, Headcount and People Operations cost.
• Analyze manpower plan/ cost/ performance/ productivities/ budget as business requirements
• Instruct team/ other member to input data and make reports

B. Planning & Advisory

• Preparation of the yearly recruitment and manpower plan and the budget
• Program planning

C. Policies - Processes

• Support HRD in the building and development of people policies and processes.

D. Reporting

• Report the progress on assigned job vacancies on the regular basis, communicates early warnings and provide the regular feedback on Monthly / Quarterly/ Yearly reporting