** Job Summary and Mission

This job contributes to KULEN SPRING success by leading and designing the effective and consistent delivery of Human Resources programs that enhance the mission, purpose, core

values, KULEN SPRING culture, and deliverables of the organization. Contributes to assigned business unit's success by aligning KULEN SPRING Human Resources functions and shared services with other strategic drivers in the organization. Models and acts in accordance with KULEN SPRING guiding principles.

** Summary of Key Responsibilities

Responsibilities and essential job functions include but are not limited to the following:

1. Leadership

- Setting goals for the work group, developing organizational capability, and modeling how we work together

- Identifies and communicates key responsibilities and practices to ensure the immediate team of direct reports promotes a successful attitude, confidence in

leadership, and teamwork to achieve business results

- Supports the implementation of Company programs, procedures, methods and practices to promote KULEN SPRING key messages and achieve a competitive advantage.

2. Planning and Execution

- Leads the design, development and implementation of the Human Resources strategic plan and tactics for the designated customer group in collaboration with staffing

services, total pay, and learning and development.

- Plans and manages business unit and department processes and practices to ensure that programs are aligned with company business goals and objectives

- Prepares, communicates and team on changes in policies and practices within the organization

- Works in coordination with business leaders and designated financial representative to ensure cost efficiencies through the appropriate allocation of financial resources

and utilization of tracking tools and measurements.

3. Business Requirements

- Collaborates with shared services groups to meet business unit objectives. To execute staffing and recruiting strategies that support customer needs. Deliver compensation

and benefits programs initiatives.

- Develop and execute learning and training services and programs that support employee group needs.

- Corresponding individual performance and development that support organizational performance.

- To ensure prompt response, consistency, and compliance with internal policies and procedures and external employment laws and regulations.

- Monitors and reports on organizational climate through turnover and exit interviews Monitors work unit performance effectiveness and individual performance and effectiveness trends

- Provides advice and consultative support to senior management to ensure performance management, staffing, succession planning, and learning and

development strategies support business unit goals.

4. Human Resources Development

- Providing employees with coaching, feedback, and developmental opportunities and building effective teams

- Challenges and inspires employees to achieve business results

- Conducts and ensures the completion of performance reviews

- Ensures employees adhere to legal and operational compliance requirements

- Oversees training and development of employees directly and indirectly managed and makes effective staffing decisions

- Provides coaching, direction and leadership support to team members in order to achieve partner, business and customer results

5. Financial Responsibilities

- Control labor costs and G&A expenses, and maximize benefit within all areas of responsibility.

- Maximization through full utilization of company systems, business processes and specifications.

- Participate in the preparation of the HR annual operating budget and financial plans which support the overall objectives of the company.

- Prepare and submit statistical, performance, and forecast analyses and reports as required.

6. Safety Responsibilities

- All procedures are conducted safely and within the company guidelines and ensure your direct reports do the same

- Be familiar with property safety, first aid and fire and emergency procedures and enforce these in your areas

- Reports all liability and community incidents to the Deputy HR Director and Managing Director immediately or relevant persons in charge.

7. Other Essential Duties

- Performance management, acts all Process cases for confirmation/ appointment/ promotion/probation/increments/ - Settle complaints, conflict and grievances in line with particulate policies

- Talent Acquisition & Induction Program

- Pay Structure Management

- Employee Record Management

- Human Resources Budget & Payroll Administration

- Employee Engagement and Employee Relation

- Compliance with labor law as needed.

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