• Recruitments, interviews, tests, and selection of employees to fill the vacant positions.
• Planning and conducting new employee’s orientation to foster positive attitude toward company’s culture.
• Keeping records of benefits plans participation such as insurance and gratuity, personnel transactions such as hiring, promotions, transfers, performance reviews, and terminations, and employee statistics for government and organization reporting.
• Coordination with senior staff member for training and interviews, hiring, terminations, promotions, performance review, safety, and sexual harassment.
• A trust worthy advisor to management in appropriate resolution of employee relations issues.
• On time respond to inquiries regarding policies, procedures, and programs.
• Administering performance review program to ensure effectiveness, compliance, and equity within organization. Salary administration program to ensure compliance and organization budget.
• Administering benefits programs such as health insurance, provident fund plans, vacation, sick leave, leave of absence, and employee assistance.
• Preparation of budget for human resources office & operations.
• Payroll processing and leaver joiner report to the finance office.
• Preparing employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
• Preparation of quarterly HR report with recommendation reduce absenteeism and turn over.
• Representing organization at personnel-related hearings and investigations.
• Contracts with inside/outside employees and suppliers to provide employee services.

• Identifying vacancies and recruit, interview and select applicants.
• Analyzing training needs to design employee development, language training and health and safety programs.
• Serving as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems
• Providing current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Planning and conducting new employee’s orientation to foster positive attitude toward organizational objectives.
• Responsible to maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, promotion, performance appraisals, and absenteeism rates
• Responsible to Conduct exit interviews to identify reasons for employee termination.
• Responsible for policy making related to employees and organization in accordance to the government laws.
• Responsible to Plan, organize, direct, control or coordinate the training, compensation and benefits and employee grievances’ matters of the organization
• Performance Management using HRIS tools and manual data.
• Participation in job fairs and other industrial events to represent the organization.
• Handling HR office budget and expected monthly HR operational cost.
• Advise managers on organizational policies matters such as equal employment opportunity and sexual harassment, and recommend needed changes.

• Responsible for implementation of human resources programs by providing human resources services, including but not limited to, talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations; completing personnel transactions.
• Compiling reports by collecting, analyzing, and summarizing data and trends accordance to the current market and labor laws. Protect the organization's values by keeping information confidential.
• Conforms with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Update the job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Responsible for the Enhancement of departments and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
• Perform other related duties as required and assigned

• HR Strategy
Responsible to develop, implement and monitor the Human Resources and operational Strategies.
• Human Resource Planning/Recruitment and Selection
Ascertaining the human resource requirements for the office ensuring the timely advertisement and filling of vacancies;
Participating in the selection of internal candidates and submits appropriate recommendations; Interviews and tests new candidates, verifying educational qualifications and previous employment record;

• Management and Organization
Managing the HR Department budget and ensuring expenditures are within budget and in compliance with established financial standards.
Ensuring the ongoing updates of the HR database and filing system for all staff and produce reports as requested by the Directors.
Responsible for the accurate and on time payroll preparations according to the current market standards.
Working as a liaison with external parties (i.e. Gov’t, & Non Gov’t org) on compliance issues related to Company’s overall operations.

• HR Policies/Process and Advice
Writing proposals and preparing Job Descriptions for new vacancies.
Representing the office individually and as part of a team in meetings concerning personnel issues;
Responsible for the orientation of new employees to the business and culture of organization.

• Performance Management and Staff Development
Responsible for comprehensive and context specific induction training.
Responsible to advice and coach staff at all levels on issues related to performance management, legal compliance, disciplinary procedure, grievances with the goal of building knowledge and capacity among staff.

• Learning and Development
Providing support, guidance and training to personnel staff as required;
In collaboration with Project Managers & CTO it’s my duty to develop a wide Learning and Development policy.
Participating in the review of training needs of staff making appropriate proposals to meet identified needs and provides tailored training and support within budget constraints.

• Corporate Culture
Planning companywide events and outings
Reviewing of current initiatives and introducing incentives to support the achievement of corporate objectives.
Providing support in all areas of employee relations and be an advocate to team members
Developing and maintaining positive working relationships with internal and external clients
Assisting when required in promotion and status change reviews

• Providing current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Involved in difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Analyzing and modifying compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Planning and conducting new employee orientation to foster positive attitude toward organizational objectives.
• Serving as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Analyzing training needs to design employee development, language training and health and safety programs.
• Updating the staff handbook and updating the personnel records regarding the salary and payroll negotiations
Conducting exit interviews to identify reasons for employee termination