Job Description

1.The Strategic People Leader

• Strategic Leadership: Develop and implement HR strategies that foster employee engagement, talent development, and organizational growth.
• Change Management: Lead initiatives during organizational transformations, such as mergers, restructuring, or rapid growth.
• Employee Experience Architect: Design systems and programs that enhance the employee lifecycle, from onboarding to exit interviews.
• Data-Driven Decision Making: Use HR metrics to forecast workforce needs, identify talent gaps, and enhance performance management.

2. The Versatile Problem Solver

• Employee Lifecycle Management: Manage hiring, onboarding, and career development processes.
• Policy Enforcer and Advocate: Ensure that company policies align with labor laws and advocate for employee welfare.
• Conflict Resolution: Mediate disputes and promote healthy workplace relations.
• Performance and Engagement: Implement systems for continuous feedback, professional development, and employee satisfaction.

3. The Growth Catalyst

• Sourcing and Recruiting: Use creative methods to find and attract candidates, from traditional job boards to innovative social media campaigns.
• Employer Branding: Shape the company’s image as an employer of choice, enhancing its appeal to high-caliber candidates.
• Diversity & Inclusion: Promote inclusive hiring practices that lead to a diverse workforce, reflecting varied perspectives.
• Candidate Experience: Build a positive candidate journey that leaves a lasting impression, whether or not they’re hired.

4. The Talent Developer (Learning & Development)

• Training Needs Analysis: Identify skill gaps and develop targeted training programs.
• Leadership Development: Build pathways for emerging leaders to grow and succeed within the organization.
• Continuous Learning Culture: Foster an environment where learning is integral to career progression and personal growth.
• Innovative Learning Solutions: Leverage digital tools and interactive methods to make learning engaging and impactful.

5. The Operations Coordinator: Keep HR operations running smoothly. Your attention to detail ensures that every administrative process is efficient, organized, and aligned with best practices.

• Administrative Excellence: Maintain accurate employee records, manage HR databases, and ensure compliance with employment laws.
• Recruitment Support: Assist in scheduling interviews, coordinating assessments, and managing applicant tracking systems.
• Communication Hub: Be the first point of contact for employee inquiries, delivering clear and compassionate communication.
• Event Coordination: Organize employee engagement activities, from team-building events to training sessions.

Job Requirement

1. Knowledge:
Bachelor’s degree in Human Resources Management, Business Administration, or a related field, or relevant international HR certifications.
A minimum of 3-5 years of experience in HR and people management, with a track record of driving employee engagement and cultivating a positive work culture.
Proven experience in leading HR teams or managing HR departments for at least 2 years, with an emphasis on nurturing a collaborative, inclusive environment.
In-depth understanding of shaping and promoting company culture, from developing organizational structures to enhancing internal communication strategies that resonate with employees at every level.

• Expertise in employer branding, with experience in crafting initiatives that attract top talent and align employee perception with the company’s values and mission.
• Comprehensive knowledge of recruitment, compensation and benefits, training and development, and retention strategies that align with long-term business goals.
• Solid grasp of labor compliance, corporate finance, and legal regulations impacting HR functions.
• Familiarity with the IT and Gaming industries is an advantage, particularly in crafting culture and engagement strategies tailored to these dynamic sectors.

2. Skill:

• Strategic Planning and Research Skills: Capable of conducting thorough research, devising strategies, and planning HR initiatives that align with organizational objectives.
• Flexible Problem-Solving and Communication: Possesses excellent interpersonal communication skills with the ability to navigate complex situations and resolve issues with flexibility and tact.
• Team, Project and Time Management: Ensuring optimal performance and efficient time management.
• Information Synthesis and Data Reporting: Strong skills in gathering, analyzing, and reporting HR-related data to drive informed decisions.
• Logical Thinking and Analytical Skills: Adept at logical analysis and structuring tasks effectively while organizing complex information for smooth operations.
• Proactive Work Optimization: Ability to maintain a broad perspective on HR operations, proactively streamlining workflows and improving overall efficiency.

3. Attitude:

• Ability to work in a customer-centric and team-oriented environment, detail-oriented
• Positive, proactive, and responsible in work
• Diligent, eager to learn, enthusiastic, with a strong growth mindset and a passion for self-development
• Careful and honest personality
• Commitment to long-term engagement with the company
• Quick adaptability to work, able to handle pressure
• Ability to work in a fast-paced environment.