Performance Management  Contribute to the development of a collaborative high performing by support in setting clear work objectives, assessing performance by KPI, providing feedback, and development & coaching to build employee capability  Manage complex workplace people issues including grievances, performance improvement, conduct and other investigations, disciplinary matters to build a harmonious and productive working environment  Work closely with the Recruitment & Employee Engagement Team to drive recruitment quality  Ensure a smooth on-boarding process with Training Team for newly hired employees and proactive candidate management to ensure they are engaged throughout Succession Planning  Communicate and provide orientation to Managers on Succession Planning policies and processes in coordination with Training & Career Development Function.  Work closely with line managers for identifying potential key roles / jobs to determine need of successors, and identify current incumbents in key positions.  Work closely with line managers to identify and approve high potential candidates who will go through the succession planning program, based on experience and competencies.  Assess skills and experiences required for unmatched critical positions, look for alternatives within other Function, and report output to line managers.  Report to line mangers the risk areas, where no match exists between potential succession candidates and required skills and experience.  Review and monitor periodically the progress of company-wide succession planning program, and highlights program adjustment, where and when needed  Identify and proposes criteria for identifying candidates as long term and short term replacements.  Streamline planning for potential vacancies in key leadership positions. Compensation & Benefits  Response for coordinating and implementing performance management, total compensation review, staff benefit programs, payroll, bonus plan & payment and retention program.  Execute policies and correct compensation and Benefits related budget and control the cost within budget.  Conduct studies of compensation practices and market rates, analyzing internal and external pay equities, making recommendations for specific changes and/or general adjustments.  Manage the development and implementation of merit and promotion, increasing programs linked to performance, and developing and monitoring annual salary increase budgets.  Ensure the data and operation on HRIS accurate and reliable  Other work per assigned

 Bachelor’s degree in human resources management or equivalent  At least 4 years’ experience in the same position  Strong understanding of HR analytics, psychometrics, and key performance indicators  Excellent presentation and facilitation skills and prove ability to deliver at Executive level  High degree of personal maturity and professional roundedness. Work well under pressure  Excellent analytical and problem-solving skills  Excellent command of written and spoken English.  Strong knowledge of MS excel & Good computer literacy