Officer / Executive - Human Resource

Job Description:

Key Responsibilities:
1. Recruitment & Onboarding:
o Assist in the end-to-end recruitment process, including sourcing,
screening, shortlisting candidates, and scheduling interviews.
o Prepare and manage offer letters, employment contracts, and other
documentation related to recruitment.
o Conduct onboarding for new hires, ensuring they are properly
integrated into the organization.
2. Employee Records Management:
o Maintain and update new hired and existing employees records in the
system.
o Ensure the accuracy and confidentiality of employee data.
3. Training Needs Assessment:
o Conduct regular assessments to identify training needs for employees
at all levels.
o Collaborate with department heads and team leaders to identify
training needs across various departments.
o Conduct surveys, interviews, and focus groups to determine skill gaps
and development opportunities for employees.
4. Training Program Design & Development:
o Manage overall designing and developing effective training programs,
modules, workshops, and materials based on identified needs.
o Create training materials (manuals, e-learning modules, presentation
slides) aligned with industry standards, safety protocols, and company
policies.
o Ensure training content aligns with company goals, culture, and the
learning preferences of employees.
o Partner with external vendors or subject-matter experts to design
specialized training programs when necessary.

5. Training Delivery & Facilitation:
o Facilitate and deliver training sessions, workshops, and seminars for
employees on various topics (soft skills, leadership development,
technical skills, compliance, functional skills etc) if so required.
o Use a variety of training methods, including e-learning, instructor-led
sessions, on-the-job training and open house communication
platforms.
o Ensure all employees are trained in safety, quality standards,
machinery operation, compliance, and soft skills.

o Evaluate and modify training methods and content to ensure they
remain effective and relevant.
6. Performance Monitoring & Evaluation:
o Track the effectiveness of training programs through feedback surveys,
quizzes, and performance assessments.
o Analyse post-training data to measure learning outcomes, knowledge
retention, and employee performance improvements.
o Provide recommendations for continuous improvement in training
programs based on feedback and results.
7. Employee Development & Coaching:
o Support individual employee development plans by offering
personalized coaching and mentoring.
o Identify high-potential employees and assist in their development
through tailored training interventions.

8. Compliance and Safety Training:
o Ensure that all training programs comply with legal regulations, safety
standards, and company policies.
o Coordinate and deliver safety-related training, such as personal safety,
machine safety, and emergency response.
o Maintain records of training activities for audit purposes.
9. Training Administration:
o Manage training schedules, logistics, and resources (room bookings,
materials, online platforms).
o Maintain accurate records of training sessions, attendance, and
certifications.
o Ensure compliance with company policies and regulations during
training activities.

10. Learning & Development Reporting:
o Prepare reports on training activities, attendance, feedback, and
outcomes for senior management and HR teams.
o Maintain an updated database of all employee training records and
certifications.

11. Continuous Learning & Development:
o Stay up to date with the latest trends, tools, and best practices in
training and development.
o Attend professional development workshops or conferences to
enhance personal knowledge and skills.

12. Performance Appraisal Process:
o Assist in the planning and execution of annual and quarterly
performance appraisal cycles.
o Coordinate with departments to ensure timely completion of
performance evaluations for employees.
o Provide administrative support in tracking progress and completion of
performance reviews.
13. Goal Setting & Alignment:
o Work with managers and team leads to help set SMART goals for
employees that align with organizational objectives.
o Ensure that employee goals are clearly defined, measurable, and
consistently aligned with the company’s vision and strategy.

o Support managers in reviewing and updating goals periodically to
ensure they remain relevant.
14. Continuous Feedback & Coaching:
o Facilitate the continuous feedback process between managers and
employees to ensure regular communication on performance.
o Assist in developing feedback mechanisms and provide guidance on
delivering constructive feedback.
o Encourage coaching and mentoring initiatives to improve individual
performance and skill development.
15. Performance Improvement Plans (PIP):
o Assist in identifying employees who are underperforming and
collaborate with managers to develop appropriate performance
improvement plans.
o Track the progress of employees on PIPs and ensure that follow-up
actions are taken to address performance gaps.
o Provide support to managers during the coaching process to ensure
performance issues are managed effectively.

16. Data Analysis & Reporting:
o Collect, analyse, and interpret performance data to identify trends,
patterns, and areas for improvement.
o Prepare and present performance management reports for HR
leadership and department heads.
o Assist in creating dashboards or other performance metrics tools to
track the effectiveness of the performance management system.

17. Employee Rewards & Recognition:
o Collaborate with respective teams to identify training or development
needs based on performance data.
o Assist in recognizing and rewarding top performers and contribute to
initiatives that foster employee motivation and engagement.
o Ensure that recognition and rewards are aligned with the performance
management system.
18. Policy & Process Improvement:
o Contribute to the review and refinement of performance management
policies, ensuring they are fair, transparent, and aligned with best
practices.
o Help streamline performance management processes to ensure
efficiency and ease of use for both managers and employees.
o Keep abreast of industry trends and best practices in performance
management and propose improvements accordingly.

19. Employee Relations & Engagement:
o Act as a point of contact for employees regarding HR-related queries and
concerns.
o Assist in organizing employee engagement activities, team-building
events, and recognition programs.
o Address employee grievances and support conflict resolution processes.
20. Compliance & Policies:
o Ensure adherence to labour laws, company policies, and industry
regulations.
o Assist in the preparation and implementation of HR policies and
procedures.

o Maintain up-to-date knowledge of HR best practices and compliance
regulations.

21. HR Reporting & Documentation:
o Prepare HR reports and analyse trends in various HR functions like
attendance, turnover, and performance.
o Maintain proper documentation for audits and compliance purposes.