Human Resources Officer

Overview:

The HR Officer is responsible for employee engagement, labor relations, onboarding and offboarding, and other employee support activities of the company.

Functions and Responsibilities:

Employee Engagement

• Support and coordinate employee engagement initiatives, events, and programs to foster a positive workplace culture.
• Communicate HR updates, policies, and programs clearly through various channels, ensuring accessibility for all employees.
• Create graphics communications for internal and external events.
• Assist end-to-end process of employee engagement activities – from conceptualization, execution and administration tasks.
• From time to time lead the event by hosting to ensure all activities will be implemented.

HR Administration

• Oversee and manage end-to-end onboarding and offboarding processes, ensuring seamless documentation, systems access, and conduct exit interviews.
• Maintain employee records with accuracy and compliance, ensuring data integrity across all HR systems.
• Work proactively to identify gaps in HR processes and recommend solutions for continuous improvement.

Employee Relations and Compliance

• Ensure all HR operations adhere to local labor laws, company policies, and industry best practices.
• Support internal and external audits by preparing required documentation and reports.
• Promote a culture of compliance by educating employees on company policies and ethical standards.
• Act as one of the members of disciplinary committee in handling employee cases – assist on the investigation, hearing and administration.

Employee Support

• Act as the primary point of contact for employee inquiries regarding HR policies, benefits, payroll, and other HR-related concerns.
• Provide timely, accurate, and empathetic resolution to employee issues while maintaining a high level of professionalism and confidentiality.
• Foster a culture of trust and support by delivering exceptional employee service.

Benefits and Payroll Support

• Partner with payroll teams to address employee compensation concerns and resolve discrepancies efficiently.
• Provide guidance to employees regarding benefits, deductions, and entitlements.
• Maintain confidentiality and accuracy when handling sensitive employee data.

Process Improvement

• Identify inefficiencies in HR processes and develop innovative solutions to enhance workflow.
• Lead process improvement initiatives by conducting research, presenting recommendations, and overseeing implementation.
• Document new and improved processes to ensure consistency and scalability.

Leadership & Decision-Making

• Serve as the second-in-command, providing leadership and support as directed by the supervisor or manager.
• Exercise sound judgment in decision-making, ensuring alignment with company values, policies, and strategic objectives.
• Lead by example, demonstrating integrity, professionalism, and a proactive approach to problem-solving.
• Mentor and support team members, encouraging continuous learning and development.

Other Duties:

• Assist with special HR projects and initiatives as needed.
• Provide backup support for other HR functions when required.

Qualifications:

• Graduate of Bachelor’s Degree in Psychology, Human Resources, Business Administration, or a related field.
• With at least 5-10 years of experience as an HR Officer or HR Generalist.
• Proven experience in conceptualizing and executing employee engagement activities.
• Experience in project management is highly preferred.
• Strong understanding of HR policies, labor laws, and best practices.
• Experienced in other HR facets is highly preferred.
• Proficiency in HR systems and Microsoft Office Suite.
• Exceptional interpersonal skills, enabling effective collaboration and relationship building across various levels of the organization.
• Excellent verbal and written communication skills
• Strong problem-solving skills and attention to detail.

Work condition:

• Must be amenable to report 100% on-site in BGC.

Overview:

The HR Officer is responsible for employee engagement, labor relations, onboarding and offboarding, and other employee support activities of the company.

Functions and Responsibilities:

Employee Engagement

• Support and coordinate employee engagement initiatives, events, and programs to foster a positive workplace culture.
• Communicate HR updates, policies, and programs clearly through various channels, ensuring accessibility for all employees.
• Create graphics communications for internal and external events.
• Assist end-to-end process of employee engagement activities – from conceptualization, execution and administration tasks.
• From time to time lead the event by hosting to ensure all activities will be implemented.

HR Administration

• Oversee and manage end-to-end onboarding and offboarding processes, ensuring seamless documentation, systems access, and conduct exit interviews.
• Maintain employee records with accuracy and compliance, ensuring data integrity across all HR systems.
• Work proactively to identify gaps in HR processes and recommend solutions for continuous improvement.

Employee Relations and Compliance

• Ensure all HR operations adhere to local labor laws, company policies, and industry best practices.
• Support internal and external audits by preparing required documentation and reports.
• Promote a culture of compliance by educating employees on company policies and ethical standards.
• Act as one of the members of disciplinary committee in handling employee cases – assist on the investigation, hearing and administration.

Employee Support

• Act as the primary point of contact for employee inquiries regarding HR policies, benefits, payroll, and other HR-related concerns.
• Provide timely, accurate, and empathetic resolution to employee issues while maintaining a high level of professionalism and confidentiality.
• Foster a culture of trust and support by delivering exceptional employee service.

Benefits and Payroll Support

• Partner with payroll teams to address employee compensation concerns and resolve discrepancies efficiently.
• Provide guidance to employees regarding benefits, deductions, and entitlements.
• Maintain confidentiality and accuracy when handling sensitive employee data.

Process Improvement

• Identify inefficiencies in HR processes and develop innovative solutions to enhance workflow.
• Lead process improvement initiatives by conducting research, presenting recommendations, and overseeing implementation.
• Document new and improved processes to ensure consistency and scalability.

Leadership & Decision-Making

• Serve as the second-in-command, providing leadership and support as directed by the supervisor or manager.
• Exercise sound judgment in decision-making, ensuring alignment with company values, policies, and strategic objectives.
• Lead by example, demonstrating integrity, professionalism, and a proactive approach to problem-solving.
• Mentor and support team members, encouraging continuous learning and development.

Other Duties:

• Assist with special HR projects and initiatives as needed.
• Provide backup support for other HR functions when required.

Qualifications:

• Graduate of Bachelor’s Degree in Psychology, Human Resources, Business Administration, or a related field.
• With at least 5-10 years of experience as an HR Officer or HR Generalist.
• Proven experience in conceptualizing and executing employee engagement activities.
• Experience in project management is highly preferred.
• Strong understanding of HR policies, labor laws, and best practices.
• Experienced in other HR facets is highly preferred.
• Proficiency in HR systems and Microsoft Office Suite.
• Exceptional interpersonal skills, enabling effective collaboration and relationship building across various levels of the organization.
• Excellent verbal and written communication skills
• Strong problem-solving skills and attention to detail.

Work condition:

• Must be amenable to report 100% on-site in BGC.