Human Resources (“HR”) falls under the umbrella of Talent Management (“TM”) together with Learning & Development (“L&D”). The HR Manager oversees the full spectrum of HR practices and processes; and learning and development needs in the office. The position shall support business needs and ensure the implementation of HR and L&D strategies and plans.  Work closely with the COO, TM and L&D Partners, Labor practice group and the TM Committee.  Develop and implement TM strategies and initiatives that align with the overall business strategy and objectives of the firm.  Understand the firm’s business and industry. Identify the types of talent that support the business objectives and how TM can help the talent build competence in client service delivery and operational efficiency.  Play a key role in bridging management and employee relations by addressing management and employee demands in a professional and amicable manner.  Plan and budget TM expenses on an annual basis with regular reviews during the year to ensure adherence to the budget.  Continuous improvement of TM systems and processes. Make automation and innovation the key drive and focus in all improvement initiatives.  Develop best practices for all aspects of the TM portfolio and document them accordingly in policies and/or standard operating procedures.  Set annual TM key performance indicators (KPIs) that contribute towards the firm’s business objectives and; organisational efficiency and effectiveness.  Conduct performance evaluation of all direct reports.  Attract, train and retain a high performing TM team.  Able to respond professionally and effectively to sensitive employee inquiries or complaints.  Be attuned to external TM developments and trends; and ensure the firm progress accordingly.  Help the firm achieve legal compliance in TM practices.  Support diversity and inclusion through TM practices and office initiatives.  Develop, maintain and enforce TM policies.  Ensure that employees are well-versed with the firm’s HRIS and other TM-based systems if any.  Run the annual Employee Satisfaction Survey and follow through with data analysis and action plans.  Manage employee succession planning, particularly for key positions.  Champion the use of TM tools and resources.  Other related work as assigned.

Recruit efficiently by creating clear and comprehensive job descriptions, identifying talent pools and applying the appropriate recruitment methods to attract the right talent.  Extensive use of LinkedIn to raise firm profile and attract talent.  Participate in selective career talks to promote the firm’s graduate recruitment programs and corporate brand.  Develop robust candidate selection criteria and techniques. +Onboarding  Ensure new joiners are onboarded successfully and efficiently.  Conduct monthly check-ins of new joiners to ensure they are settling in and adapting to the office environment and their new role.  Attend to employee confirmation process towards the end of the probationary period of the new joiner. +Compensation and Benefits  Manage and administer payroll and the firm’s reward and recognition programs.  Align the firm’s reward program with the performance management program.  Conduct annual review of the firm’s salary scale and reward programs. Analyse against the market to ensure competitiveness. +Learning & Development  Assist the COO to drive the L&D Committee.