Minimum Requirement

• In-depth knowledge of all HR functions 

• Advanced knowledge of effective hiring platforms that attract suitable applicants.   

• Proficiency in documenting processes and keeping up with industry trends.  

• Experience in creating awareness of the company brand and establishing professional relationships with candidates. 

• Research and analytical skills to gather and interpret data. 

• Problem-solving skills to find solutions to challenges. 

• Management skills to delegate tasks related to developing and revising compensation plans  

• Strong written and verbal communication skills to produce reports and give presentations  

• Time management skills to adhere to deadlines  

• Strong communication and presentation skills, and the ability to thrive in cross functional teams. 

• Outstanding analytical, configuration and problem-solving capabilities. 

• Practical knowledge of importing, exporting and verifying data for use in reports, spreadsheets & graphs. 

• Ability to work with sensitive employee data, maintaining confidentiality in all situations with a keen eye for detail, quality and accuracy  

• Strong understanding of labor and employment law and employee relations   

• Natural problem – solving ability to improve situations for employees. 

• Experience in Project management and budgeting 

• Familiarity with e-learning platforms and practices 

• Conflict resolution skills 

• Passion to improve others’ well-being 

• Ensure HR plans align with Bank mission and business objectives 

• Experience with HRIS including payroll tools 

• Designing compensation and benefits programs 

More Preferable Qualification

• Work experience as a Head of HR Operations in banking or similar role 

• Good knowledge of labor legislation 

• Excellent Leadership abilities 

• Any graduate, or HR Diploma / MBA is preferable 

RESPONSIBILITIES

1. Talent Acquisition 

• Liaising with internal departments to determine recruitment needs. 

• Determining selection criteria, hiring profiles, and job requirements for vacant positions. 

• Sourcing potential candidates through online company career portals (depending on budget), recruitment sites, job boards, social platforms, as well as communicating with campus, when required.  

• Evaluating applications and screening candidates via calls or emails, as well as facilitating pre-interview assess 

• Compiling interview questions and conducting in-person or video call interviews with shortlisted candidates.  

• Documenting processes and fostering good relationships with potential candidates and past applicants.  

• Developing hiring strategies and procedures in line with industry trends, as well as keeping informed of advancements in the field.  

• Manage data compiling strategy. 

1. Develop Compensation & Benefit Plan/ Employee Development Plan 

• Creating compensation programs that establish pay grades and criteria for raises  

• Developing new benefits programs to increase total compensation for employees  

• Researching market trends to evaluate the competitiveness of salaries  

• Reviewing, evaluating and revising compensation programs regularly.  

• Conducting surveys to assess employee satisfaction with pay and benefits 

• Advising managers and supervisors about matters related to pay 

• Aligning compensation programs with recruitment strategies to attract quality candidates 

• Complying with state and local compensation laws, such as minimum wage regulations, age limitation 

•  Develop HRMS implementation  

• Serves as the HR subject matter expert in the execution of complex HRIS tasks and various modules, through working with the IT teams. 

• Create test scenarios and perform tests to ensure all processes function according to predetermined goals. 

• Assist in the review, testing and implementation of HRIS interfaces, upgrades and patches by working closely with functional and technical staff to coordinate application of upgrade or fix. 

• Identify system improvements and enhancements; recommends and implements solutions from technical side of view. 

• Review and update employment contracts, policies and agreements 

• Prepare and monitor budgets by department 

1. Employee Relation/Engagement/ Learning and Development 

• Plays an integral role in keeping employees happy and providing them with programs that support the bank’s overall well-being.  

• Providing information to employees on counseling, benefit and other services and programs available to employee  

• Addressing complaints from employees  

• Improving HR policies and the way the company treats employees to improve team relationships. 

• Developing and implementing learning strategies and programs  

• Designing e-learning courses, career plans, workshops and more  

• Maintaining budgets and relationships with vendors  

• Helping individuals enhance employee skills and knowledge  

• Help managers develop employee members through career pathing 

• Effectively guiding employees through their learning journey 

• Collecting and organizing employee data and files, as well as overseeing employee training initiatives. 

• Working collaboratively with HR teams and to ensure that all employees have the necessary training, information, and resources to maximize their productivity within the organization. 

• Manage internal communication projects (like job satisfaction surveys) 

• Measure the effectiveness of our benefits programs and recommend improvements 

• Accesses bank-wide development needs to drive training initiatives 

• Identifies and arranges suitable training solutions for bankers 

• Works effectively as a team member with other members of management and own team 

• Any responsibilities assign by management when require