HR SENIOR OFFICER

Acquired Competencies Based On Job Role

• Use own understanding of the NFP business environment and objectives, and apply internal policies and procedures.
• Communicate and deliver information clearly and concisely, both verbally and in writing.
• Monitor, collect, and interpret data from various sources; analyze results and create reports to support decision-making.
• Possess proficiency in National and foreign languages, both spoken and written.
• Organize and plan work/project activities to efficiently meet short- and long-term objectives.
• Understand and effectively use standard equipment and office software.
• Design, implement, and evaluate plans and strategies to retain talent, reduce turnover, resolve employee issues, and improve engagement and productivity.
• Measure employee engagement and identify areas for improvement.
• Manage employee relations and ensure proper frameworks, policies, and practices are in place.
• Identify, manage, and utilize HR metrics to support business decisions and strategies.
• Conduct manpower planning analyses and forecasts; assess current workforce composition and future staffing needs.
• Design and deliver learning solutions in coordination with SMEs using various methods and technologies to meet specific learning needs.
• Collect, analyze, and compile information about job content requirements to support the development of job descriptions using tools such as interviews, observations, and questionnaires, and link tasks to evaluation elements.
• Maintain knowledge of Napco employment contracts.
• Draft, amend, and administer employee job offers.
• Maintain awareness of relevant labor laws and regulations, including relocation, visas, and nationalization requirements.
• Plan negotiation strategies and apply effective negotiation techniques in line with ethical standards to safeguard company and external stakeholders’ interests.
• Design and deliver onboarding programs and checklists, and conduct audits to ensure proper implementation.
• Design, implement, and manage performance management systems, including appraisal cycles, and link outcomes to reward practices.