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Assistant Manager
1 month ago
Bachelor of Business Administration(Management), MBA/PG Diploma in Business Mgmt(HR/Industrial Relations)
Nationality: Any Nationality
Vacancy: 1 Vacancy
Job Summary:
Responsible for managing organizational development and learning and development activities, including but not limited to developing and implementing organizational structures, job descriptions, competency frameworks, performance management, compensation and benefits, succession planning frameworks, and training and development frameworks to support KDD's human capital needs.
Core Responsibilities:
- Support the development of the HR strategy by collaborating with senior management to align HR initiatives with organizational development initiatives.
- Ensure the organizational structure is maintained and updated by reviewing regulatory requirements and department heads' recommendations to clearly reflect the company's operational functions, positions, and reporting lines.
- Review prepared job descriptions for each position by identifying job duties and responsibilities in collaboration with concerned managers to ensure employees fully understand their roles and contribution to the company's goals.
- Develop and maintain competency frameworks by collaborating with managers to link competencies to performance, training and development, and succession planning in order to achieve the desired results.
- Review HR policies and processes by ensuring compliance with local laws and regulations to create professional and standardized information and transactional flow.
- Develop and oversee the implementation of the company's code of conduct, ensuring it aligns with organizational values.
- Develop compensation and benefits frameworks by conducting market research, collaborating with third-party consultants, and implementing competitive packages to attract and retain talent.
- Plan career paths and succession planning by identifying high performers and providing development opportunities to ensure leadership continuity.
- Implement performance management systems by providing managers with appraisal forms and explaining the evaluation process to maintain internal equity.
- Assess organizational training needs by collaborating with function heads and employees to identify skill gaps and develop targeted training programs.
- Prepare and ensure the implementation of the annual training plan targeting training needs based on conducted training needs analysis, performance appraisal results, and succession planning requirements.
- Implement mechanisms to evaluate the effectiveness of training programs and gather feedback from participants and their direct managers.
- Present action plans using the results of HR surveys and studies by gathering and analyzing data (such as exit interviews, voice of employee, employee happiness, etc.) to carry out improvement initiatives.
- Implement HR technology solutions by selecting and maintaining systems that enhance HR operations based on approved processes and policies to enhance the experience of employees and support the company's HR operations.
- Perform ad-hoc and other duties related to the job as assigned by the Direct Manager.
Required Qualification:
- Bachelor's degree in human resources, Business Administration, Organizational Development, or a related field.
- A master's degree or professional HR certification (e.g., CIPD, SHRM, PHR) is preferred.
- Strong knowledge of HR principles, employment laws, and best practices.
- 10 years of HR experience, with expertise in Organizational Development, Talent Management, or HR Strategy.
- Proficiency in HRIS, ERP, and HR analytics tools (e.g., Oracle HCM, Workday).
- Deep understanding of organizational design, workforce planning, and competency frameworks.
- Experience with training needs analysis, LMS, and learning & development programs.
- Ability to analyze HR metrics, generate reports, and derive strategic insights.
- Experience in a leadership or assistant managerial role is an advantage.
Required Technical Skills:
- Strong understanding of organizational design, competency frameworks, and workforce planning.
- Experience with performance appraisal systems, KPI setting, and employee evaluation methodologies.
- Knowledge of salary benchmarking, job grading, and rewards strategy.
- Strong ability to draft, implement, and review HR policies in compliance with labor laws.
- Experience in managing HR projects, change management initiatives, and process improvements.
- Familiarity with employee engagement surveys, retention strategies, and workplace culture enhancement.
Company Industry:
- FMCG
- Foods
- Beverages
Department / Functional Area:
- HR
- Human Relations
- Industrial Relations
