• Attracting and retaining the best talent in the industry
  
• Overseeing the recruitment and hiring process report on its performance
  
• The FHR will ensure that all new recruits are properly integrated to the business through general and customised induction programmes & onboarding for operators.
  
• Ensure that all recruitments are duly approved and are done consistent with the Saro policies and practices.
  
• Responsible for overseeing professional reference checks and background checks to verify that candidates are eligible to work for the company
  
• Implement new sourcing methods
  
• Coordinate with department managers to forecast future hiring needs
  
• Review recruitment software and suggest the best option for company needs
  
• Participate in job fairs and career events
  
• Review and manage a highly functional compensation, appraisal, welfare & benefits structure that drives attracts, and retains high-performing talent
  
• Perform candidate and employee satisfaction evaluations and workshops
  

Training and Development:

• Responsible for launching employee development initiatives. This could entail additional on-the-job training, professional development programs, or educational opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization.
  
• Implement various learning methods companywide (e.g. coaching, job-shadowing, online training)
  
• Help managers develop their team members through career pathing
  

HR Policy and Compliance:

• Ensure compliance with labor laws and company policies.
  
• Keep abreast of changes in labor legislation and update policies accordingly.
  
• Conduct regular audits to ensure HR processes align with organizational goals.
  

Culture/Employee Engagement:

• Share the company’s values, norms, and vision with employees familiarizing them with the overall ethics of the organization.
  
• Identify any shortcomings within the organization and having the ability to address them effectively.
  
• Responsible for organizing team outings, community building, or recognition programs that can improve a healthy work environment.
  
• The HR Business partner is expected to advice and give guidance on disciplinary and welfare issues, expected to assist business leaders in identifying aberrant behaviour, make recommendations on appropriate disciplinary measures to be taken in line with the employee handbook. Develop effective relationships with the business in order to promote good employee relations across the SBU. Carry out survey on impact on values, culture, and anti-values.
  
• Promote an open-door policy for communication.
  
• He/she will oversee associate safety and health in the factory.
  
• He/she will be responsible for some form of community relations
  

Performance Management:

• Responsible for Performance Management System based on leading practices with the aim to provide a fair and transparent performance management across units
  
• Resolve problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues are handled in a fair, professional, and transparent way
  
• Collect and analyze performance appraisal results across units
  

Reporting Line:

• The Factory HR Officer is expected to report to the Human Resource Business Partner (HRBP)