Job Purpose
The role involves with a respective group in MWS providing HR consulting, advise and guide to influence talent decisions, adding value to the Centre’s operations and its main point of contact between the Centres and HR. Besides being a Care Partner, you will also be responsible for MWS’ talent pipeline, ensuring the best candidate experience for both internal and external candidates whilst partnering stakeholders in managing the full recruitment life cycle.
In this role, you will establish the resources needs of stakeholders, understand external trends in the market, engage and evaluate talents for the roles and manage negotiations through to close the positions. At the same time, you align the interests among various stakeholders to promote a cooperative and collaborative work environment; adopt a service excellence mindset and is passionate about addressing centre-specific people issues, needs and challenges.
Responsibilities
1) Strategic Business Partnering and HR Advisory
* • Build and develop a strong and trusted relationship with the HOCs/HODs, Managers and Staff of the assigned group to establish credibility and accountability
* • Establish a strong understanding of the Centre’s goals, operations needs/challenges (current or future) and ground issues of the assigned group
* • Be well-versed in the Expenditure of Manpower (EOM), manpower requirements, staff promotion and succession planning, etc. that are unique to the assigned group
* • Provide HR advisory and guidance to influence talent decisions and adding value to the centre operations
* • Work internally with Talent Development and Talent Rewards to put together the right resources to develop thoughtful solutions as well as recommendations to support the assigned groups in their issues/challenges
* • Make regular visits to the assigned Centres and walk the ground to hear the voices of employees
2) Recruitment
• Be accountable for the recruiting process across job levels and functions of the assigned group
• Responsible for the end-to-end recruitment process; from gathering requirements, advertising, sourcing, interviews, and negotiation to offer management
• Advise hiring managers on hiring process and ensures that recruitment follows corporate and local laws
• Build and maintain talent pipelines; provide excellent candidate experience and create a strong brand presence for the organisation
• Participate in recruitment and outreach events
• Be an advisor to the HOC/HOD in proactively researching, exploring and developing innovative recruitment strategies to attract talents
• Partner closely with MWS’ Communications Department to execute effective recruitment marketing and employer branding initiatives to potential candidates
• Develop an effective applicant tracking system to manage recruitment process and track all recruitment related activities data in a timely manner
• Responsible to provide an accurate & timely recruitment report by adapting a data driven approach to recruitment
3) HR Support Areas
a) Employee Experience
• Handle and prepare for new employee on-boarding and induction to ensure progressive assimilation to MWS, Centre and the job
• Discuss employee confirmation, transfer, conversion, renewal and re-employment with HOCs/HODs, managers and staff to ensure smooth transition to the next milestone, new position or employment phase/condition, etc.
• Coach managers on the Performance Appraisal process with Form completion and performance conversations with employees
• Prepare and handle employee off-boarding to ensure smooth and gracious exit experience, be it voluntary or involuntary exit
b) Employee Retention effort
• Propose retention options, initiatives and strategies to better retain talents and reduce staff turnover
• Conduct surveys and interviews to gather valuable feedback
• Compile and analyze data collected from employee surveys and interviews
• Identify specific areas of issues and/or concerns
• Propose and advise Action Pan to address or improve any issues and/or concerns identified
• Measure staff turnover
c) Employee Engagement & Activities
• Participate in rolling out organization-wide events and activities such as Staff Recognition Award, MWS Day, Recruitment Fairs, etc.
d) Employee Relations
• Manage employee poor work performance, including the process of PEP (Performance Enhancement Plan)
• Manage employee disciplinary issues
• Handle employee grievances
• Manage workplace conflict and dispute
e) Any other ad-hoc duties assigned by your supervisor