Description
Overall Scope of the Project:
- Job Grading (Grading Structure, Job Evaluation, Job Catalog Mapping)
- Bonus, Merit and Equity (Compensation Surveys, Review, Calculations, Modelling)
- Analysis (Review of overall effectiveness of Measures and Metrics, Dashboards)
- Market Competitiveness (Employer Branding, Employee Attraction and Retention, Gender and Diversity Pay Equity, Total Rewards Usage, Recognition Usage, etc.)
- Review & Development of key HR Architecture, eg focusing on the following areas:
- HR organization structure
- Review of Job Grading, Salary Structures (salary increase and bonus policies)
- Development of employee handbooks, job descriptions, job grading classification
- Compensation Management and Performance Management
- HR policies, workflows and procedures pertaining to recruitment, compensation & benefits, staff movement (transfer, promotion, and resignation)
- Training & development (Structures, Training Roadmaps, Training Calendar, Career Path Journeys, New Hire Orientation, etc.)
- Recruitment workflows and procedures incl. probation evaluation
- Employee attractiveness and retention (welfare & benefits, rewards & recognition program, staff activities, staff engagement)
Tasks and Activities in the Project (Examples):
- Review, formulate and develop HR strategies, policies and processes pertaining to Recruitment, Compensation & Benefits and Employee Relations.
- Review/develop HR operations of Talent Acquisition, Compensation & Benefits as well as Learning & Development functions to ensure smooth as per the HR Operating Plans.
- Shape HR Policies and Guidelines for market attractiveness and competitiveness.
- Evaluate compliance with latest regulatory requirements and labor law implications
- Define HR Team capabilities for a strong HR organization and improved internal HR processes to better support the business operations.
- Develop strategies to attract/retain talent, action plans to improve employee satisfaction
- Create Employer Branding approaches to both internal employees and external market
- Review operations of Compensation & Benefits function covering annual salary increase, bonus payment, payroll administration, performance management, job evaluation, promotion, transfer, termination and HR information system, etc.
- Review Employee Relations function covering disciplinary actions, welfare & benefit provisions to staff such as medical & life benefits, uniforms and staff activities, etc.
- Develop HR policies to ensure internal practicality, external competitiveness with market practice, compliance with latest regulatory requirements and labor laws implications.
- Suggest lean process improvements of HR operations under assigned functions to obtain effective operations, efficient HR services & support provided to staff
- Review work standards of reviewed processes and monitor process implementation.
- Enhance tools and resources to support the implementation of the different initiatives.
- Identify gaps and improvement possibilities for the different programs.
- Provide active support to HR programs through data analysis and interpretation by driving data collection and reporting activities across HR programs.
- Collaborate with different HR functional areas to incorporate multiple data streams to effectively analyze and communicate results and recommendations.
Qualifications/Background:
- At least 15 years of experience working for international funding institutions,
- At least 10 years of relevant professional experience within the HR field at senior levels: Experience in HR evaluation of multilateral development bank operations
- Master's Degree, or equivalent, in Business or Public Administration, Human Resources, Economics, Social Sciences or related fields. A university degree with specialized experience in similar organizations can be considered in lieu of a master's degree.
- Solid all-round knowledge of the technical and non-technical issues in donor-funded development work.
- Solid experience of donor institution HR, job grading, legal/regulatory frameworks and procedures, training of national and international HR personnel
- Understanding of development issues, practices and policies in multilateral institutions
- Familiarity with development strategy, policy and practices of multilateral institutions
- Experience developing and managing employee engagement programs
- Human Resources certification is a plus (PHR, SHRM-CP, CIPD, IPMA, etc.)
- Proficiency in HR and legal compliance such as FMLA, ADA, EEOC, etc. preferred
- Relevant experience in the Asia-Pacific region is an advantage
- Experience using ADP WorkforceNow a plus