Job description

HR Supervisor to help facilitate all basic Human Resources functions. also helps, organize, carry out all HR department tasks and processes for an organization. To work directly with and assist the Human Resources Unit Manager to fulfil a variety of necessary HR tasks likely include all hiring, firing, training and company policy & procedures for new or existing. A Human Resources Supervisor should be highly organized, detail oriented and most importantly personable and approachable.

Responsibilities:

     A. Recruitment & Selection Processes

• Assist in the full hiring process of employees includes recruitment, interviews, verifying work-history and references and tracking of new possible candidates in HRIS.
• Help with new-hire procedures: including organizing employee orientation, review new employee files, administering employee handbooks and ensuring all necessary paperwork is properly filled out and submitted to appropriate persons.
• Make sure all employee records are filed correctly and kept confidential.
• Review Monthly report for manpower plan achieved.
• Creating and reviewing job descriptions.

B. Payroll:

• To assist the HR/Payroll Administrator in processing paperwork and inputting information into payroll.
• To assist all salary and wages increases (including back-pay if required), leave entitlements, other adjustments and termination payments in accordance with statutory requirements.
• Perform timesheet calculation and data entry deduction calculations and maintenance, reporting and file maintenance, manual checks, pay increases, wage garnishments, etc.
• Assist with the preparation of the annual salaries and wages budget.
• Ensure that all employee payroll information and documentation and records are received, accurate and complete and maintained as required by statute and policy.
• Administer all Worker’s Compensation claims in accordance with existing legislative, policy and procedural requirements.
• Administer all end of service contribution requirements in accordance with existing legislative, policy and procedural requirements.
• Reviewing leave accruals for all employees at the end of financial year.

C. Training:

• Identifying training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments.
• Designing and expanding training and development programs based on the needs of the organization and the individual.
• Considering the costs of planned programs and keeping within budgets as assessing the return on investment of any training or development program is becoming increasingly important.
• Conducting appraisals.
• Helping line managers and trainers solve specific training problems.
• Present any new or additional training materials to employees.

D. Government Relations:

• Reviewing all immigration & labor records to be tracked and maintained through the company system.
• Directs the preparation and maintenance with respect to visa documentation related to new starters, leavers, transfers and renewals.
• Organizes attestation of certificates and legal translation of documents and other activities related to immigration and labor.
• Reviewing all types of visas including employment visas, residence visas for employees as well as Company guests.

E. Performance Management System:

• Create fully Performance management cycle.
• Create KPIs System (for employees).
• Handle employees KPIs with direct managers.
• Update KPIs policy.
• Follow up with direct managers employee's performance.
• Reviewing annual appraisal.