People Group Affairs Supervisor|000006 - 5003154HO

Job Description

Jobs at this level are responsible for ensuring effective HR services are provided to the business by participating in the design and supervising the work implementation of various HR projects and organizational development initiatives. Also, they are responsible for reviewing key operational human resource metrics and undertaking initiatives for improvement.-Identify and interview key individuals to gather needed details and direction to define the Career Management requirements in alignment with business goals and problems across the organization.-Participate in all phases of the Career Management project cycle, and ensure execution of tasks in accordance with standards and best practices.-Agree and work on appropriate interventions to maximise opportunities, support Career Management and manage risk.-Collate first - hand information on established competency framework usage in the organization and reports this to immediate senior for introducing required amendments. -Contribute in organization wide training needs assessment and identify skills or knowledge gaps that need to be addressed using L&D principles and track new training methods and techniques.-Contribute in the development of various curriculum and learning designs, management, functional, ICT and technical trainings.-Deliver on-the-job training techniques and methods in the organization, in order to enable experiential learning among employees.-Review corporate training calendar prepared by juniors and ensures effective circulation of this in the organization.-Coordinate with technical and behavioural trainers/ training agencies at a local, regional and global level to ensure the best external trainings, if required are provided to employees. -Manage internal and external trainings including scheduling, material preparation, logistics, trainer?s management, enrolment, training delivery, and updating of employee training records.-Facilitate training workshops and acts as a trainer, in order to develop capabilities within the organization, as and when required. -Develop on-the-job training techniques and methods in the organization to enable experiential learning among employees.-Participate 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. -Assess and analyse the implication of new corporate strategies on the organization structure and recommends improvement initiatives in the organization structure.-Plan 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.-Facilitate 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.-Support employees to create smarter goals in alignment with business and company goals.-Support in rollout of complete Performance Management cycle and coordinate for continuous performance feedback throughout the year.-Support in executing all the stages of Goal Setting, Mid-Year, Annual assessment process.-Define, prioritise and measure HRs contribution to business performance as well as monitor and maximise staff effectiveness to business operations.-Ensure 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 degree surveys).-Share responsibility for sustaining and improving business results by ensuring that HR strategies and Change Management plans are translated into concrete actions and tangible results.-Participate 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 evaluation etc.-Work in close coordination with key stakeholders from the HR Sector to solicit inputs pertaining to specific HR areas of development. Generic Role:-Coordinat

Keyskills :