HR Executive | Construction | 1618

Early Applicant

Exp: 5-7 Years

3,400 - 3,800 SGD/m

Job Description

Position: HR Executive

Requirement:

Minimum 5 to 7 years of experience in full spectrum of Human Resources function
Familiarity with Singapore employment laws and regulations
Process at least Diploma/Bachelor's degree in Human Resources, Business Administration, or related disciplines

Job Scope:

HR Planning

Work closely with managers and supervisors to understand individual team needs and challenges with respect to skills and resources.
Maintain a close understanding of the team structure, in order to provide support and advice in times of people and business change.
Emphasize productivity improvement for business profitability.

Recruitment

Utilize effective recruitment and selection strategies.
Develop innovative and creative alternatives to identify potential candidate pools.
Work with managers to ensure that suitable internal or external candidates are recruited for specific positions as required.
Maintain a clear pathway for internal recruitment and promotion.
Maintain internal communication of vacancies and appointments.
Maintain candidate pool records for future reference.

Onboarding

Execute all new employee records including Employment Agreements, signed position descriptions and employee handbook.
Follow through on new appointments to receive the appropriate induction program, coordinated by respective manager.
Ensure probation reviews are completed for all new employees with a confirmation period.

HR Systems

Ensure all employee records are maintained including any changes to employment agreements, documented salary review, promotion and updated signed position descriptions.
Maintain personal file records with respect to skills and training undertaken by the employee.
Ongoing legal compliance with the relevant legislation including right to work and visa validity.
Monitor time and attendance records and identify any concerns at an individual or team level.

Employee Development

Work closely with Managers and employees in target teams to:

Identify standout performers with potential for career advancement.
Map career path options for all employees.
Identify gaps in skills matrix, and offer solutions (training, secondment, etc.).
Support senior managers to implement development plan for team leaders and supervisors.

Learning & Development

Work with the team manager and HOD to identify annual training needs analysis.
Coordinate delivery of training programs.
Implement company wide L&D programs around the key themes of leadership development, effective management practice, communication excellence and teamwork.

Management Support

Support and foster a management culture of accountability and performance.
Ensure position descriptions and standard operation procedures are in place at all times.
Ensure that managers are on track with annual performance appraisals for all employees.
Manage employee feedback (formal and informal systems).
Support the manager to address and resolve productivity and team performance concerns.
Ensure any potential serious grievance is promptly communicated to appropriate management, and best practice handling of the situation follows policy and procedure.
Actively promote safe work practices and compliance with all designated policies.

Disciplinary & Termination

Ensure Code of Conduct policies and processes are applied consistently and fairly.
Address formal disciplinary issues and termination whenever necessary.

Compensation & Benefits

Utilize external resources, candidate interviews, employee surveys and exit interviews to maintain clear understanding of market remuneration in line with employee capability and role requirements.
Ensure managers have clear understanding of market remuneration as pertains to their team.

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