Plans, develops, and implements strategy for organizational development and ensures that activities of the section and department meet with and integrate with organizational requirements for quality management, safety, legal situations and environmental policies.

Responsibilities

• Establishes and maintains KPI targets and systems for measuring necessary aspects of organizational performance.
• Manages and develops direct reporting staff.
• Monitors, measures and reports on organizational development plans and achievements.
• Manage and control departmental expenditures within agreed budgets.
• Liaises with other department managers to understand all necessary aspect of organizational development and ensures that they are fully informed of objectives and achievements.
• Approves reports, requests and other operational procedures pertinent to the departments.
• Formulates, recommends and implements employee relations, policies, benefits and other personnel development related program and activities.
• Establishes procedures and systems for appraisal and employee movements.
• Aids in interpreting management policies to employees and employees point of view to management.
• Prepares company handbooks and manual.
• Provides solutions and settle conflicts regarding industrial relation problems of the company.
• Recruitment - hiring staff, set job descriptions, placing advertisement, working with recruitment consultants and conduct interviews.
• Training and career development – analysis competencies gap, identifying suitable courses for staff and maintain contact with outside resources for training, consult with employees on work related needs and wants.
• Salary reviews - research salaries and ensuring the pay is in line with legal requirements and industry standards.
• Prepares payroll of confidential and monthly rank & file paid employees as the need arise.

• Must have at least a minimum of bachelor’s degree.
• At least five years experience in human relations and training functions in a manufacturing firm.
• Knowledgeable of wages, labor laws, and industrial relations.
• Must be well versed in personnel management tools and techniques.
• Has working knowledge of the various labor laws affecting employer-employee relationship.
• Has experience in handling job evaluation compensation, manpower planning and development.