Talent Acquisition:

• Collect divisional manpower planning (MPP) updates from line managers.
• Support Talent Acquisition by coordinating technical assessments, interview schedules, and candidate follow-ups.
• Review workforce plans provided with HR Governance, including headcount forecasts, and attrition data.
• Oversee the approval process for new requisitions and ensure timely communication of hiring needs.
• Collaborate with Talent Acquisition to prioritize recruitment for critical positions based on Manpower plans.
• Facilitate internal mobility and role restructuring in coordination with line managers.

Employee Engagement and Retention:

• Ensure onboarding processes for new hires are seamless, addressing gaps or delays as they arise.
• Support the onboarding process to ensure smooth integration of new hires.
• Conduct onboarding follow-ups and launch retention-focused initiatives like career development discussions and mentorship programs.
• Conduct 30-day and 90-day onboarding follow-ups with new hires.
• Monitor employee satisfaction through Engagement surveys and address areas for improvement.

Performance Management:

• Support managers in setting SMART goals, providing constructive feedback, and conducting performance reviews.
• Support managers in conducting performance reviews and developing performance improvement plans.
• Ensure alignment of team and individual goals with organizational objectives.
• Ensure one-to-one coaching sessions between managers & employees to address specific challenges.

Talent Development:

• Work with Talent Management to identify training needs specific to Stakeholders.
• Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Track attendance at training sessions and follow up with employees who miss mandatory programs.

Compliance and Policy Awareness:

• Implement and monitor HR policies and procedures to ensure compliance and operational efficiency.
• Conduct policy awareness sessions for managers and employees.
• Ensure compliance with labor laws and regulations.

HR Operations:

• Facilitate structured exit interviews to gather insights into turnover trends.
• Act as the first point of contact for benefits-related queries, resolving common issues directly and escalating complex ones.
• Act as the main point of contact for HR inquiries within assigned Stakeholders.
• Address and resolve employee grievances and attendance issues.
• Serve as the primary HR contact during crises, ensuring prompt communication of organizational updates.
• Coordinate with line managers to address employee concerns and resolve immediate challenges.