in recommending changes to STC s current organizational structure, as
and when required, after careful analysis and research and submits these
recommendations to the management for approval.
and analyse the implication of new corporate strategies on the
organization structure and recommends improvement initiatives in the
and coordinate with sectors and HRBP to assess and control manpower
requirements with related BUs and FUs and conduct manpower analysis,
validate and discuss issues/revisions with HRBP / team heads and
formulates workable solutions.
the implementation of the approved annual budget for FTEs, contractor
workforce and ensures that no variation nor new allocations are
considered unless approved by the management.
employees to create smarter goals in alignment with business and company
in rollout of complete Performance Management cycle and coordinate for
continuous performance feedback throughout the year.
in executing all the stages of Goal Setting, Mid-Year, Annual assessment
prioritise and measure HR's contribution to business performance as well
as monitor and maximise staff effectiveness to business operations.
accuracy of available data and manages the administration of surveys for
analysing STC s salary structure, grading methodology, employee
engagement, internal customer satisfaction and performance (through 360
responsibility for sustaining and improving business results by ensuring
that HR strategies and Change Management plans are translated into
concrete actions and tangible results.
in articulating policies and guidelines for various areas of Human
Resources including career management, succession planning, leadership
development, learning and development, organizational development,
performance management, work force planning, change management, job
in close coordination with key stakeholders from the HR Sector to solicit
inputs pertaining to specific HR areas of development.
across a number of work units within the specified area of work, to
ensure efficient work flows and accurate outputs.
projects and initiatives, as may be required by the reporting senior.
collation of data used for various Human Resources processes including
high potential information, work force requirements, employee engagement
data etc., by coordinating internally with various sectors.
in the development of various end - to - end Human Resources processes,
in compliance with established standards.
in defining evaluation methodologies for Human Resources processes such
as training, leadership development programs, performance management
system etc., in order to measure the return on investment for each
research to stay abreast of best practices in order to bring forward
ideas for continuous improvement in relevant policy areas.
consolidation of Human Resources material (such as training material,
policy and guideline documents, organization structure documents,
workforce optimization material, employee engagement reports, benchmark
data) and coordinates with the Document Management Department to update
the database on a regular basis.
the payment procedures for all work outsourced to third parties and
reports the budget status on a regular basis to immediate senior.
in the preparation and analysis of management reports, highlighting
areas of consideration and recommending future actions.
team members, if needed, to ensure work continuity.
with other supervisors to build effective working relationships and
and supervises the respective team members, if needed, for undertaking
• Bachelor s Degree in Business Administration or Human
• Professional certifications related to Organization
Design/Development such as: Job evaluation, job analysis and CIPD.
• A minimum of 6 - 7 years of experience in Human
Resources and Organizational Development preferably in
• Prior experience
in Organizational Development and Organizational Design.
proficiency in data collection and analysis
proficiency in business acumen
proficiency in end - to - end human resource process design and
proficiency in report writing