Assistant HR Manager

Job Summary

To assist the Senior Manager in planning, managing and handling the full spectrum of HR. He/she is also responsible in assisting the Senior Manager in all strategic projects of the Company and development of the HR team.

Job Responsibilities

Payroll, Compensation & Benefit (C&B)

• Verify employees timesheet and overtime claims, staff claims and all other HR related payments
• Process monthly payroll accurately within timeline as scheduled
• Timely preparation and completion of monthly payroll and statutory reports. This includes other periodical payments such as increment, promotion, bonus, festive advance and annual statutory assessments 
• Involve in annual budgeting, staff benefit exercise and strategic projects of the Company
• Involve in the planning, implementing and controlling HR policies and procedures
• Liaise with Finance, regulatory bodies, banks and other related parties in respect to staff compensation related matters
• Liaise with outsource payroll vendors for HRIS related matters 

Talent Planning

• Support the Senior Manager to plan and execute the annual recruitment calendar as per Company’s growth plan
• Prepare HR letters in the event of employee movements, new hires and resignation
• Propose relevant recruitment strategies in line with Company’s expansion plan 
• Review resumes, select candidates and conduct interviews for all levels across the Company
• Work closely with respective departments’ hiring manager to understand hiring needs from time to time
• Liaise with recruitment agencies in respect to job advertisements and headhunting services
• Study staff turnover trend and propose relevant action plan to be in place

Industrial Relations & Labour Laws

• Assist Senior HR Manager in managing all staff disciplinary issues, from counselling to major misconduct cases including domestic inquiry
• Act as a consultant to Managers in managing staff issues and a counsellor to employees
• Guardian to Company policies in respect to staff management, code of business conduct and staff policies that are in place
• Keep abreast with labour/ Industrial Relations law development and propose suitable action plan to be put in place
• Bring awareness and educate supervisory staff on the processes in respect to staff disciplinary issues
• Attend to staff’s grievance and recommend appropriate solutions
• Perform site visits as and when required i.e. HR audits, floor visit etc.

Learning & Development (L&D)

• Develop and deliver a training and coaching plan aligned to business directions
• Using various tools, applications and techniques in identifying learning and development gaps, and using these to recommend and execute the annual training calendar as well as content development. This include eLearning platforms 
• Design and deliver L&D content and programs based on the needs of the organisation, department and at individual level (as relevant)
• Liaise with external training providers to source for training programs that are best suited for the business and employees
• Develop and deliver effective new hire orientation program  - general and managerial level
• Collate training feedback and effectiveness, assist in providing training statistics and reports useful for management decisions
• Assist in providing learning initiatives and solutions to internal customers
• Manage the LMS portal for accuracy of data and full utilisation of the system by employees
• Keep track and control of L&D expenses and budget, responsible in liaison with HRDF for claims submission

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Performance Management (PM)

• Oversee the annual performance management cycle
• Educate employees of the appraisal system and provide necessary support as needed by both appraisee and reviewer
• Maintain our PM system in OneCOMO and provide reports as required to support management in building the workforce towards high performance

Employee Engagement

• Conduct Employee Engagement Survey (EES) to identify gap, recommend action plans and execute them accordingly
• Propose, plan, organise and execute employee engagement programs such as staff party, get-together and ad-hoc employee activities

Corporate Social Responsibility (CSR)

• Propose, plan, organise and carry out CSR initiatives of the Company
• Build and maintain relationship with local CSR partners and beneficiaries
• Market our CSR programs to employees and encourage participation
• Local champion to coordinate campaigns locally cascaded from COMO Foundation

Other responsibilities

• Advise Senior HR Manager on any amendments on the 1955 Employment Act or current legal requirement and propose best HR market practices for the business to align with any changes
• Process improvement – initiate and recommend appropriate upgrading of processes and systems in the HR Department, aiming at simplifying work processes and shortening lead time
• Strategic assignments – undertake projects related to Company’s short term and long term plans
• Other ad-hoc assignments as required

Job Requirements

• Minimum Diploma/Degree in HR or equivalent. Experience in F&B industry is an added advantage
• Five (5) years of experience in full spectrum of HR of which 2 years in a supervisory role
• Good communication skills in English and Bahasa Malaysia. Additional advantage for literacy in local third language
• Good in computer skills such as MS Words and Excel, exposure in HRMS software would be an added advantage
• Strong understanding of the Employment Act and related statutory requirements