Human Resource Development Officer

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Job Description

Human Resources Development Officer will be accountable for managing aspect of the employment process, including orientation, training new staff members and identifying development needs to grow and retain these skills within the organization including designing, creating and delivering solutions at every level. This position reports to the Group Head of HR, CJ Patel Pte Limited.

Outcomes

Organisational Stakeholders
1. Effective Human Capital Management ensures a productive, stable and increasingly capable workforce
Human Capital Management activities implemented and managed on an on-going basis                     Implementation of role descriptions in all business entities on a timely basis Probation assessment and exit interview reviews Annual Performance Appraisal across entities ensured Competency gaps of staff assessed and managed in partnership with CJ Patel management team                Management Development and Emerging Leaders Programs Succession planning and development programs for critical roles ensured Annual Performance Appraisal  and Succession planning across entities ensured                    KPI and PMS support provided Graduate Trainee Program Managed                       Orientation and Onboarding Training Plan Feedback session Probation assessment Department regulatory and compliance ensured Conduct annual HR audits across entities and submit report to GHRM Provide guidance and advice on employee relations and compliance matters requiring interpretation of HR and health and safety laws, policies and procedures Conduct and manage Employee grievance and disciplinary meetings and investigations  findings reported through structured report for decision making
2. Attracting and retaining talent
Assistance provided with recruitment, retention and human resource administration activities Recruitment and selection support Interviews conducted in a fair and transparent manner at all times. New employee onboarding and induction process ensured. Candidates searched from different sources on an ongoing basis including Organizing participation at Careers Fairs Compilation of work permit and related documents for expatriates Design onboarding plan for senior positions and expats Maintaining of employees’ statistics (Employee data base) Staff retention strategies initiated Periodic Cultural and Employee Satisfaction survey executed and managed Recognition and rewards programs Improving satisfaction and commitment                                Health and Wellness Initiatives Sporting events Annual Events planner designed and managed Team Bonding and staff engagement activities Human Capital management used for recruitment and competency assessment
3. Capacity Building
Collaboration with management to identify anticipated training needs based on human resource initiatives, legal and regulatory changes, career development needs and other factors.  Job analysis, appraisal schemes and regular consultation with business managers and human resource officers. effectiveness of the organizations training programs evaluated and areas of improvement recommended  training needs reviewed and modified and new new training programs to meet those needs developed Classroom training and demonstration methods, on-the-job training, meetings, conferences, and workshops used to plan, develop and provide training and staff development programs. Orientation sessions and on the job training organized and coordinated for new and transferred or promoted employees. Compliance training and personal development programs for staff members. mandatory training across the organization. Delivery of training and development programs managed                             Training materials for in-house courses designed Delivery of a range of training programs using classroom and online learning Ensure statutory training requirements are met Training and development programs evaluated                                                  Programs revised as necessary, in order to adapt to changes occurring in the work environment  Return on investment' of any training or development programs planned and assessed  Pre and post course evaluation Delayed evaluations Conducts training for instructors and supervisors on techniques and skills to manage and teach their employees. Post-training evaluations, tests, and assessments created and administered Support preparation and implementation of training budget.
4. Well Informed Management
Monthly and quarterly report provided is timely and accurate                        Monthly and Qtrly Training report Monthly and Qtrly GT Report Monthly and Qtrly Staff Engagement Report Annual Culture and Employee Satisfaction Report Ad- hoc reports or projects for general business decision making
5. Organisation's image and value standards demonstrated and promoted
Cooperation within the team and greater function/Department work collaboratievly to achive set targets and goals Cooperation across functions/department and Group Collaborate with other teams in the organization for the benefit of the organization Monitor and encourage team members to uphold image and value standards Uphold and demonstrate the organization's image and values
6. Safe Work Environment Promoted and Ensured
Workplace safety ensured                                                  Communication of Safety, Health and Environment to all team members and employees across the Group are on an on-going basis Occupational Health & Safety systems supported to promote zero workplace injury at all times Local environmental regulation is aligned with work place safety on an on-going basis Workplace hazards eliminated at all times                     Support identification and elimination of workplace hazards on an on-going basis

Responsibilities - Critical Competencies

Competence	Description
Business
Communication	Exchange information through verbal communication
Customer
Organisational Values	Display the organisation's image and value standards.
People
Team Orientation	Work in a team towards a common aim.
Facilitation	Assist the progress of work ensuring its timely and effective completion.
Learning	Develop the competencies of self and others to enhance performance.
Professional
Compliance	Comply with relevant laws and the policies and procedures of the organisation.

Qualifications

Qualification	Discipline	Notes
Preferred
Degree
Desirable
Other	Teaching and Learning

Work Knowledge and Experience

1. Minimum of three years of experience as HR officer or in a similar capacity in human resources and training role
2. Demonstrated ability to contribute to strategic organizational development initiatives including but not limited to employee engagement, skills, culture and capacity building
3. Possess excellent customer service skills with high level of written, verbal and interpersonal communication skills
4. Well-developed documentation and time management skills
5. Thorough understanding of employment and OHS laws

Requirements

Language Proficiency
Excellent command of English
Regulatory Compliance Requirements
Police Clearance

Interactions

Interaction	Comments
Internal
Management Team
All employees
External
Statutory Authorities

Attributes

Attribute	Definition
Behavioural Styles
Accountable	Assumes full responsibility for own actions and identifies with the success or failure of own part of the overall work/goal.
Achiever	Puts in effort to achieve a desired result or goal and is motivated by this end and the overall accomplishment.
Innovative	Devises new and creative ways to do things comes up with original ideas.
Accepting/compliant	Shows a willingness to go along with things and a compliance with expectations.
Integrity	Adherence to moral and ethical principles; soundness of moral character; honesty.
Interpersonal Styles
Objective	Impartial and honest in dealings with others, eliminating own feelings and view to reach a balanced judgement.
Team Oriented	Enjoys being with others as part of a group or team.
Empathic	Has the ability to understand somebody else's feelings or difficulties.
Thinking Styles
Analytic	Able to separate things into their constituent elements in order to study or examine them, draw conclusions, or solve problems.
Holistic thinker	Considers issues/situations as a whole rather than analysing or dissecting the parts.
Disciplined/Systematic	Is controlled in conduct, shows an orderly pattern of behaviour, following a methodical and thorough approach.
Initiative	Takes action and makes decisions without the help or advice of other people.