HR Operations Supervisor - Food Manufacturing

Hiring Documents:
Supervising the process of receiving hiring documents and creating both paper and system files to comply with labor law and ensure accurate data is available when needed—whether in hard copy or on the system.

Attendance Impacts:
Calculating attendance and departure effects to apply attendance policies and protect both employee rights and the company's rights.

Advances:
Recording advances on the HR system, ensuring they align with the company’s advances policy, and reviewing them to ensure the employee repays the amounts—aiming to safeguard company funds and assets.

End of Service:
Completing end-of-service procedures (resignations, absence notifications, clearance forms, dues settlements, submission of hiring documents, issuing experience letters, etc.) to preserve both employee and company rights.

Inquiries:
Following up on solving employees’ daily issues and professionally responding to their inquiries to create a healthy work environment and enhance individual productivity.

Official Letters:
Preparing and printing internal and external letters (disciplinary notices, experience letters, labor office forms, etc.) to ensure accuracy and correctness of data in all official communications.

Employee Evaluation:
Evaluating direct reports and submitting performance reports to the department manager.

Reporting:
Preparing a comprehensive report on departmental activities for the department head and generating all required reports to assist other departments in completing their internal processes.

HR Process Development:
Updating HR operations systems to ensure process efficiency.