HR Assistant Manager

1. Establishes and maintains KPI targets and systems for measuring necessary aspects of organizational
performance.
2. Manages and develops direct reporting staff.
3. Monitors, measures and reports on organizational development plans and achievements.
4. Manage and control departmental expenditures within agreed budgets.
5. Laises with other department managers to understand all necessary aspect of organizational development
and ensures that they are fully informed of objectives and achievements.
6. Approves reports, requests and other operational procedures pertinent to the departments.
7. Formulates, recommends and implements employee relations, policies, benefits and other personnel
development related program and activities.
8. Establishes procedures and systems for appraisal and employee movements.
9. Aids in interpreting management policies to employees and employees’ point of view to management.
10. Prepares company handbooks and manual.
11. Provides solutions and settle conflicts regarding industrial relation problems of the company.
12. Recruitment - hiring staff, set job descriptions, placing advertisement, working with recruitment consultants
and conduct interviews.
13. Training and career development – analysis competencies gap, identifying suitable courses for staff and
maintain contact with outside resources for training, consult with employees on work related needs and
wants.
14. Salary reviews - research salaries and ensuring the pay is in line with legal requirements and industry
standards.
15. Prepares payroll of confidential and monthly rank & file paid employees as the need arise.

Qualifications:
• Female applicant, 40 years old and above
• Graduate of Psychology (or related course in Human Resources / Behavioral Sciences)
• At least five years’ experience in human relations and training functions in a manufacturing firm.
• Knowledge of wages, labor laws Industrial relations.
• Must be well versed in personnel management tools and techniques.
• Has working knowledge of the various labor laws affecting employer-employee relationship.
• Has experience in handling job evaluation compensation, manpower planning and development.
• Preferably with extensive experience in the manufacturing industry.
• With ISO certification knowledge/experience.
• With audit background (internal and/or external HR-related audits).
• Strong leadership, communication, and people management skills.