Job Summary HR Assistant Manager is a strategic partner that helps the Site HR Manager in aligning HR strategies and practices with the organization's business objective. Helps in integrating HR into the overall business strategy and in creating partnership between HR and line managers to enhance performance of both the organization and its employees.
Responsibilities Strategic partnering: Working closely with business leaders to understand their needs, goals, and objectives, and developing HR strategies that support those objectives. Operational excellence: Delivering HR services efficiently and effectively, so that managers and employees can focus on their core business activities. Talent management: help managers identify and develop talent within the organization. This includes creating career development plans, identifying skill gaps, and providing training and development opportunities for employees. Change management: Managing the process of change within the organization, and helping employees to adapt to new ways of working. Enhanced employee engagement: Work with managers to create a positive work environment that promotes employee engagement and retention. This includes addressing employee concerns, creating communication channels, and providing opportunities for feedback and recognition. Increased efficiency and effectiveness of HR functions: help streamline HR processes, reduce administrative burdens, and implement best practices that increase the effectiveness and efficiency of HR functions. Enhanced organizational agility: help organizations adapt to changes in the market and industry by identifying emerging trends and developing HR strategies that support organizational agility. Skills: Business acumen: must have a deep understanding of the company's business operations, goals, and objectives, as well as the broader market context in which it operates. Strategic thinking: must be able to think strategically and develop HR strategies that align with the organization's goals and objectives. Communication and relationship building: must be effective communicators and able to build strong relationships with business leaders, managers, and employees. Change management: must be skilled in managing change and helping employees adapt to new ways of working. Data analysis and decision-making: must be able to use data to inform their decision-making and measure the effectiveness of their HR strategies. Talent management: must be able to identify and develop talent within the organization, and ensure that employees have the skills and capabilities needed to achieve their goals. HR functional expertise: must have a deep understanding of HR policies, practices, and procedures, and be able to apply this knowledge in the context of the organization's business operations. Leadership: must be strong leaders and able to influence and motivate others to achieve their goals. QUALIFICATIONS: Graduate of any 4-year Behavioral related courses or Human Resources course At least 5 years of experience gained through increasingly responsible positions within Human Resources. At least 3 years experience in handling Supervisory role in HR or People Management role Has a well-versed understanding of HR principles and functionalities Has experience handling Human Resource Information Systems (HRIS) Great written and oral communication skills
