PURPOSE OF THE JOB:
The job holder will be responsible for managing the full HR cycle that includes recruitment, new-employee orientation, performance management, employee relations among others.
RESPONSIBILITIES
Recruitment
In consultation with hiring managers, the job holder will manage the recruitment process. This includes: recruiting, sourcing and identifying talent including having proactive discussions with hiring managers about vacant roles.
Advertise vacant positions, maintain a data bank of received applications. Prepare shortlists of candidates, conduct interviews in liaison with hiring managers.
Prepare employment contracts and facilitate probation evaluation.
Conduct reference check for successful candidates.
Plan and conduct orientation for all new staff.
Develop job descriptions for new positions and update existing ones as necessary.
Prepare recruitment reports.
Staff Benefits & Payroll Management
Preparing monthly payroll with Finance office.
Support Finance & Administration team during salary payments and ensure pay slips are issued on a monthly basis.
Oversee the staff welfare activities
Staff Database Management & Filing
Maintain an organized filing system and personal files as per the HR handbook for all staff.
Maintain leave records and updating leave tracker.
Ensure that staff employment contracts are up to date.
Prepare regular HR reports.
Conduct the HR FILE AUDIT checklist on quarterly basis to ensure that personnel files are complete, organized, and secured.
Staff Welfare, Disciplinary Actions and Grievances
Participate in investigation and disciplinary hearings as required.
Advise managers in dispute and conflict resolution.
Exit Management
Conduct exit interviews, analyze findings and submit recommendation to reduce staff turnover.
Facilitate exit clearance in liaison with line managers and other departments.
Policy & Procedures
Ensure all staff read and understand all policies and procedures, handle any queries regarding the policies.
Provide interpretation and advise to line managers on labour laws application.
Performance Management
Advise staff and line managers on performance management process and tools.
Track completion of performance objectives and reviews for all staff and submit regular status update to the Chief Operations Officer.
Ensure that all newly hired staff have completed probationary performance reviews
KEY COMPETENCIES:
A bachelor's degree in HR, Administration, Management or any other relevant field.
Higher Diploma in Human Resource Management
Member of the Institute of Human Resource Management
At least 5 years' experience, in a hospital set-up.
Proven knowledge and direct experience in at least two of the following areas; recruitment; compensation and benefits, employee relations and communications, performance management and HR practice.
Thorough understanding of labour laws
Ability to coordinate and prioritize conflicting assignments
High sense of professionalism and confidentiality
Tact and diplomacy in handling sensitive issues.