Closing Date : 30/06/2024

Manager, Performance Management, Employee And Industrial Relations  

Position Responsibilities

Employee Engagement and Culture

  • Develop, drive, and oversee Employee Experience (Culture, Diversity and Inclusion) strategy within the Company.
  • Advise and support the stakeholders to ensure effective inculcation of the right culture, values and mindset in all employees via employee engagement programmes and initiatives.
  • Evaluate the effectiveness of employee engagement through multiple channels (employee surveys / feedback, focus groups, turn up rate, etcs); to analyse and provide findings to the management for sustainable improvement plans.
  • Strategize, administer, and manage end-to-end employee engagement surveys to achieve a holistic view of company’s performance in the eyes of the employees through formal and informal platforms/tools.
  • Drive employees’ wellness programme based on organisation performance indicators (such as sickness absence, levels of grievances and work/life balance) to bring into a more positive trend.
  • Develop effective internal communications strategy to promote sustainable employee engagement and collaborations.
  • Conduct research, analysis, and ideas to the development of HR continuous improvement to ensure all HR initiatives are appropriately integrated and aligned with strategic and business goals.

Industrial Relations
  • Responsible for Industrial Relation activities including managing union, handling disciplinary cases and advising management on best practices.
  • Set direction, create policy and offer expert advice in all matters relating to collective bargaining and corporate-wide industrial relations issues.

Performance Management
  • To manage the maintenance and execution of the performance management system, including ensuring the quality of KPIs set/standards of performance and performance evaluation instruments; ensuring that organization-wide talent management and PM initiatives are focused and aligned with the Company’s business goals.
  • To develop and update performance development or improvement plan to handle the performance gap, if an employee does not meet the required performance level.
  • Design and implement performance appraisal systems and conduct regular performance evaluations to assess employee performance and identify areas for improvement.
  • Work with managers to provide feedback and coaching to employees to improve performance.
  • Collaborate with HOD’s and management teams to develop and implement employee recognition and rewards programs.
  • Analyze performance data to identify trends and make recommendations forimprovement.