HR Employee Experience Manager

(*) JOB SUMMARY

This role is responsible for the development, execution and operation of an HR shared service strategy supporting the end-to-end life cycle of employees. This requires the ability to collaborate cross-functionally to ensure service delivery that optimizes business results and contributes to a rich employee experience. He/She must be able to effectively communicate to organizational management the importance of listening to employees and making improvements.

Employee Experience Manager is responsible for leading and managing key transactional and compliance processes executed across the employee life cycle and in support of their experience. The successful candidate is a subject matter expert in HR business processes, regulatory requirements and driving process efficiency and effectiveness.

The goal is to develop an organization that attracts and retains talented employees so He/She is required to be able to create and maintain a positive, rewarding work environment. He/She focus not only on excellent HR internal services delivery but also on ensuring employees feel valued and invested in their work.

General job responsibilities are including but not limited to

1. Developing and managing to a vision, strategy and documentation of the end-to-end employee life cycle processes, HR Operating Framework (HROF) for HR Shared Services and manage key SLAs delivery.

2. Collaborating with internal stakeholders to ensure organizational policies are effective and implemented correctly.

3. Developing and implementing relevant, competitive and cost-effective total reward solutions that drive high performance culture and at the same time attract, motivate and retain employees;

4. Overseeing HR Shared Service team to support core HR administration, compliance, reporting, auditing and related practices; providing internal customer service for effective management of employees’ day to day needs, addressing their HR related inquiries.

5. Leading the annual budgeting process related to People cost for all businesses and functions including HR

6. Partnering to build and optimize HRIS systems to meet workforce requirements, monitor HR dashboard and provide in-sight data analytic reports to management for better people decision and create opportunities for automation, reduction of manual processes, and simplified processes in support of the life cycle.

7. Develop internal communication strategy and channels and provide direction for employee activities/ programs to enhance employee engagement.

8. Monitors trends to develop and recommend service standards and processes that improve internal customer service levels and the employee experience.

The Employee experience manager could be responsible for creating and distributing employee feedback surveys. He/She will compile the results of the survey and present their recommendations to organizational management.


(*) ACCOUNTABILITIES:

1. Process/ Function

HR Management:

- Develop and manage the vision and strategy of the HR Shared Service department and positively promote the services offered and ensure day-to-day activities are aligned with strategic goals.

- Provide leadership and build organizational capability within the HR Shared Service department

- Develop and monitor the achievement of operational metrics, performance dashboards, and internal customer service key performance indicators (KPIs).

Employee Life Cycle Experience:

- Own the creation, documentation, and management of the end-to-end employee lifecycle HR processes including new hire processing, on-boarding and integration, performance management system in coordination with the HR CoE; exits, staff wellness and recognition activities and maintenance of employee records.

- Identify and action opportunities for automation, manager and employee self-service.

- Develop clear service level standards that define expectations and create accountability for delivering enhanced value through HR Services

- Foster a customer service focus and culture throughout the organization. Ensure timely, accurate, and value-added responses to inbound inquiries and requests with a focus on exceptional service to employees, HR colleagues and the business.

- Provide guidance on the application of key HR policies and practices.

- Continuously improve the quality of HR data and processes to ensure meaningful and trustworthy business metrics and a positive employee experience.

Total Rewards:

- Joint responsible for developing the reward strategy and leads the implementation, administration and communication of core compensation and benefits programs and policies (job evaluation/grading, market data analysis and application, merit planning, annual incentive plans, long-term incentive plans) that are aimed at attracting and retaining employee talents.

- To continually assess and evaluate the costs and benefits of the reward and recognition package and recommend changes as appropriate.

- Partners with internal clients (HR and business leaders) to design and implement compensation, benefits and recognition programs that drive the achievement of business objectives and results.

- Performs position evaluations utilizing survey reports from Human capital Solutions (HCS) functions and recommends job grades for new or revised jobs that have impact over the company.

- Provides recommendations on various pay actions (job offers, promotions, equity increases, bonus, etc) utilizing survey sources, market references, internal equity, and other data as appropriate.

- Manages special compensation and benefits projects, e.g. job leveling, job hierarchies, re-organizations, internal and external audits or new government-mandated changes etc.

- Well controls all C&B activities in term of payroll, labor contracts, policies and benefits, timesheets, internal & external labor reports etc.

- To demonstrate a knowledge of a wide range of performance management and reward tools and use them for comparative analysis and data interpretation.



Workforce Administration:

- Lead and monitor the annual budgeting process related to People cost for all businesses and functions including HR to achieve the business target.

- Serve as a liaison between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

- Serve as a primary point person for employee inquiries and concerns including: addressing demands, grievances, absences, etc., refereeing disputes, participating in disciplinary and termination meetings, and conducting exit interviews.

- Provides leadership in coordinating the activities of the HR Department to ensure compliance with all applicable laws, policies, regulations and collective labour agreements.

- Performs labor issues or disciplinary process if any violation of company regulation or requirements.



HRIS:

- Establishes (HRIS) system capabilities for accuracy, integrity, clear, responsive, and accessible employee data (e.g. employee relations, recruitment/retention, benefits management, payroll, orientation).

- Collaborate with key partners, including HRIS, to ensure appropriate internal controls and relevant internal audits are in place.

- Provides leadership and oversee employee information collection, analysis (HR metrics, dashboards) for business decisions/ solutions related to people management and development.

- Identifies optimal solutions that meet the needs of the HR functions by recommending process improvements, system enhancements and alternatives based on specific needs.



Internal Communication & Employee Engagement

- Creates a comprehensive internal communication strategy and effective channels in combination with the employee engagement strategy to build Talentnet a Best place to work.

- Align Employee Engagement events with other events in the company to ensure an overall comprehensive and strategic engagement calendar.

- Oversee Works with vendors, procurement and administrative department to design, deploy, and evaluate effective and efficient engagement activities

- Conducts employee focus groups, Employee surveys to get the Employee voice for continuous improvement.

- Works with cross-functional teams to identify unique division/location needs while balancing the overall purpose and requirements of the employee engagement strategy

- Coordinate with HR CoE for execution of culture building activities



2. Learning & Growth:

- Acquire deep knowledge and experience in HR Consulting especially in the total reward area and external HR best practices

- Space to build your own things and create an impact

- New concept and approach to the role of Employee Experience.

- Lead the organization continuous improvement, effectiveness initiatives with high level of communication and planning


3. Major Challenge:

Ensure that internal HR system will run smoothly and can be used as a guidance for the staffs to follow when performing their tasks.

1. Qualifications:
- Bachelor’s degree in Business, Finance or Human Resources.

- Certified Compensation Professional designation is a plus.



2. Experience:

Essential:

- 8+ years of relevant experience in leading an HR shared service or operations team and applying service management principles.

- Experience in process improvement, implementation of enabling technologies as a plus

- Experience guiding individuals and groups toward desired outcomes, setting high performance standards and delivering leading quality services

- Full working knowledge and understanding of HR legislation/employment law, principles, policies, and procedures.



3. Abilities/ Skills

- Excellent interpersonal skills, strong analytical abilities, and effective organizational and collaborative skills

- Comfort managing up and across the organization, with strong credibility and the ability to influence leaders and teams

- Business acumen with Excellent customer relationship skills

- Ability to prioritize, manage time and resources effectively, and adapt to rapidly changing priorities to meet required deadlines

- Exquisite attention to detail and high accuracy

- Exceptional communication skills (written, oral, presentation, facilitation), experience with creating and delivering presentations to management

- High level of MS with advanced level of Excel and HRIS literacy and demonstrated ability to quickly adapt to new platforms and technology

- Lương tháng 13
- Performance Bonus
- Oversea Outing Trip

Hồ sơ theo yêu cầu của nhà tuyển dụng khi liên hệ trực tiếp