Senior HR Analyst (Compensation and Benefits)

Job description:

JOB SCOPE

Support HR with an expert analysis on HR programs, policy, processes, study, analysis and systems. Provide recommendations for the improvement of HR management activities. Perform various supporting responsibilities aiming to provide timely and effective deliverables related to HR issues. Ensure all HR programs are accomplished in compliance with strategies and operational priorities. Plan, schedule, implement and contribute in HR activities to support operations.

COMMUNICATION

• Internal : Report and refer on a regular basis with hierarchy. Implement pertinent policies, exchange information, discuss and know relevant KPIs/performance parameters. Provide service to other organizations.

• External: N/A

KEY DUTIES AND RESPONSIBILITIES

• Conduct various HR analyses, create and provide insights on HR policies, processes and systems and find out the gaps, interpret data, wherever possible compare against benchmark practices and make recommendations for improvement.

• Organize and maintain a schedule of policies, processes and systems to be implemented or updated within HR system and ensure that relevant assessments and consultations have been secured. Operate, maintain and update the HR systems.

• Deals with queries or requests from reporting officer, stake holders and clarifies on analysis, data, reports, HR policies, processes and systems.

• Participate in various planning activities, assessments, surveys, and studies and create various reports and presentation. Provide support in analyses, studies and devises recommendation for the resolution of unique issues or cases pertaining unit function, and systems, suggests best solution to address the issues.

• Contribute in developing, formulating various policies and procedures. Secure necessary approvals, implement and evaluate such policies and procedures periodically for the effectiveness.

• Conduct Impact analysis of previously implemented organizational changes and provide recommendations for future HR direction.

• Participate in budgeting, workforce planning, Talent acquisition, Talent development, Organization development, Compensation & Benefits, Succession Planning, HR Policies and Procedures, employee engagement etc…and provide analysis. Carry out regular performance, predictive analysis and various business analysis and generate reports to ensure the department decisions are supported by data, dashboard and documents.

• Ensure the work of OM systems, approved organization structure, positions, level of authority, work flow, records, programs, and other SAP-ERP/ computer-related works have updated and maintained appropriately.

• Analyse, monitor and conduct quality control on the function System, processes, documents and records. Update all internal control tools and ensure internal controls are well maintained.

• Participate in organizational effectiveness interventions, change management initiatives and implement the changes. Support HRIS short term and long-term programs and participate in the change management.

• Participate and contribute in enhancing existing HR processes, identify bottlenecks, identify redundancy and risks and make recommendations. Oversee all system upgrades and system additions in partnership with the HRIS.

• Collaborates with HR team to identify system improvements and enhancements; recommends and implements solutions. Support process improvement, change management and process reengineering projects.

• Analyse organizational, occupational, and industrial data to facilitate organizational functions and provide technical information on business and industry.

• Co-ordinate with the HR Information System and advice on the organizational charts to confirm the accuracy of job titles, supervisory responsibility, line of authority. Participate effectively in developing, coordinating and reviewing Competency mapping processes in coordination with Training & Development team.

• Calculate, compile and record various manpower/workforce planning data and estimating the optimum number of people required on short term and long-term basis. Participates and provide professional inputs on Human Resources Projects and organization interventions and Organization Development projects.

• Perform other job-related duties as assigned by the direct Supervisor.

EDUCATION & CERTIFICATION REQUIREMENTS

• Bachelor Degree in Human Resource, Business Administration or equivalent.

• Professional Certification from Chartered Institute. Example: CIPD, SHRM.

YEARS OF RELEVANT WORK EXPERIENCE

8