Our client is looking for HRD.

HR Team Management

- Coaching & Mentoring: Provide guidance to all HR team members, especially Managers and Team Leaders, to build a strong, skilled, and credible HR team. Focus on developing competencies such as leadership, communication, and strategic thinking.

- Enhance HR Expertise Across the Group: Work closely with Group HR to contribute innovative ideas, time, and effort as a leader in improving HR competencies across all subsidiaries, ensuring consistent standards in HR practices.

Talent Management

- Workforce Planning: Collaborate with leadership to assess current and future talent needs, ensuring alignment with business goals. Use a competency-based approach to define the skills and abilities required for each role and create targeted recruitment strategies.

- Talent Acquisition: Lead the entire recruitment process, from sourcing to onboarding, using a competency-based hiring framework to attract candidates who not only fit the brand but also possess the required competencies for customer service excellence.

- Succession Planning: Identify high-potential employees and assess their competencies to build a talent pipeline. Develop competency-based development plans to ensure that key positions are covered by internal talent wherever possible, reducing the impact of turnover.

- Retention Strategies: Create programs that enhance employee retention by recognizing and rewarding employees' competencies. Develop competitive compensation structures and career paths focused on growing key skills and competencies.

Talent Development

- Learning & Development Programs: Design personalized learning programs that develop employees’ competencies in areas such as leadership, technical skills, and product knowledge. Incorporate both on-the-job training and structured learning to target specific competencies.

- Leadership Development: Develop programs that build leadership competencies for managers and supervisors, improving their ability to lead, mentor, and engage their teams effectively.

- Performance Management: Implement a competency-based performance management system that focuses on continuous feedback, skill development, and goal-setting to drive both individual and organizational growth.

- Mentorship & Coaching: Foster a culture of mentorship by connecting high-potential employees with senior leaders. Focus on building core competencies and sharing knowledge across departments to enhance skills and internal collaboration.

Organizational Development

- Culture & Engagement: Build a positive and inclusive company culture by designing strategies that focus on key competencies such as teamwork, adaptability, and innovation. Regularly assess employee engagement and use data to improve these competencies across the organization.

- Change Management: Lead HR efforts in managing organizational changes, focusing on developing employees' change management competencies to ensure smooth transitions during expansions or restructuring.

- Diversity & Inclusion: Develop programs that focus on inclusive hiring practices and fostering a diverse workforce. Ensure that competencies such as cultural awareness and empathy are embedded in the company culture.

- Workforce Optimization: Work with department heads to redesign roles and structures, ensuring the right competencies are in place to optimize productivity, collaboration, and innovation.

Data-Driven HR

- HR Systems: Oversee the implementation of Human Resource Management Systems (HRMS) to track employee competencies, performance, and development needs.

- HR Analytics: Use HR data to assess recruitment effectiveness, employee retention, and workforce productivity. Analyze competency gaps and use this information to refine recruitment and development strategies.

- Employee Feedback: Implement regular employee surveys to gather feedback on competency development, engagement levels, and areas for improvement. Use this data to enhance employee experiences and build the necessary competencies.

Total Rewards

- Compensation Planning: Develop competitive pay structures that reward the development and demonstration of key competencies, ensuring that employees are compensated for both performance and skill growth.

- Benefits Management: Design benefits programs that support the development of employees’ physical, emotional, and professional competencies, contributing to overall well-being and job satisfaction.

Employee Relations & Engagement

- Employee Engagement: Develop programs that foster engagement by recognizing and building key competencies within the workforce.

- Conflict Resolution: Address and resolve employee conflicts by focusing on communication and problem-solving competencies.

- Legal Compliance: Ensure all HR policies are compliant with local labor laws and Group HR governance, with a focus on competencies like ethical decision-making and regulatory knowledge. Keep up with legal changes and update policies as needed.