Human Resource Development Partner

DUTIES &
RESPONSIBILITIES

§  Serve as the primary
interface between TDL and the assigned Clients.

§  Identify client’s
recruitment needs, strategic competences and forecast the critical skills
requirements.

§  Implement recruitment plans
to hire/fill vacant positions in area of coverage.

§  Identify training needs
using combination of indicators to enable Learning & Development plan and
organize for such trainings.

§  Attend people meetings with
the various departments for the review of the training plan/curriculum

§  Provide support and
professional advice to line managers in the implementation of people
processes (appraisals, coaching, training, disciplinary etc)

§  Monitor the
grievance/disciplinary issues/process within areas of coverage and provide
necessary support

§  Embark on periodic visits to
Clients offices/branches for on-the-spot assessment of business situations
and HR issues

§  Ensure new hires meet
specific target performance level and proper documentation prior to
confirmation

§  Generate monthly/quarterly/annual
performance, activity and HR analysis reports

§  Maintain the security of all
information entrusted to you and all members of staff

§  Comply with the principles
and policies in the handbook, policy manuals and SOPs

§  Other official tasks
assigned by the HR Manager

§  Ensure prompt payment from
clients to reduce cost of funds.

§  Act as a champion for employee engagement
initiatives, working closely with managers and teams to foster a positive
work environment and enhance employee morale.

KEY PERFORMANCE INDICATORS

§  Revenue Growth

§  Cost Reduction

§  Audit Defect Rate Compliance

§  Ensure prompt reimbursement from assigned client

§  Employee Satisfaction & Turn-over rate

§  Training

§  Turn-around time, Issue Resolution & Quality Rate

§  Implementation of Efficient & Effective Policies, Procedures &
Processes

§  Strategic initiatives

§  Completeness in Employee Documentation

§  Confirmations on Due Date/ Staff Documentation

§  Customer satisfaction levels

Education

§  Minimum Education:   First Degree is mandatory.

§  Higher
degrees/Professional certifications

Experience

Minimum experience – 5 years’ experience (with at least 3 years in HR
generalist function)

KEY COMPETENCY
REQUIREMENTS

Knowledge

§  Industry knowledge

§  HR
policies and procedures

§  Labor
laws

§  Industrial
relations

§  Business
performance

§  HR
data base systems

§  HR
analysis/analytics

Skill/Competencies

§  Collaborative and supportive
style of working

§  Resourcefulness &
Resilience

§  Empathy

§  Accuracy and attention to
detail

§  Excellent time management
and organisation skills

§  Interpersonal skills

§  IT Literacy

§  Excellent Communications
skills (written and oral) with strong business and customer focus

§  Reasoning and Analytical
Skills

§  People management

§  Supervisory skills