WHAT DOES A HR EXECUTIVE DO?

Published: Jun 16, 2025 - The HR Executive manages the full onboarding and offboarding process, ensuring accurate documentation and smooth transitions for all employees. This role executes monthly salary adjustments, verifies temporary staff payments and manual claims, and processes work pass applications and cancellations through government systems. The executive also prepares HR-related documents, supports employee relations matters, and provides essential administrative support.

A Review of Professional Skills and Functions for HR Executive

1. HR Executive Duties

  • HR Strategy Development: Perform full HR spectrum including the development of HR policies, recruitment, compensation and benefits, talent management, management, and employee relations
  • Policy Implementation: Review and execute HR policies, work systems, and processes in line with the Company’s business goals
  • HR Operations Management: Oversee daily operational tasks, including onboarding, Payroll function, Leave management, Work passes application, Renewal, Cancellation, etc
  • Job Description Review: Review and update job descriptions periodically to ensure they accurately reflect the employee’s responsibilities
  • Training Compliance: Review staff development strategies and training activities to ensure compliance with procedures
  • Task Execution: Handle all other HR or matters and undertake tasks as assigned by management

2. HR Executive Details

  • HR Process Management: Handle HR processes including recruitment, onboarding and retention, termination, compensation and benefits, employment contract matters, expatriate arrangements and employee relations/welfare
  • Payroll Processing: Handle monthly payroll processing
  • Training Administration: Manage staff training and development arrangements and course applications
  • Work Pass Handling: Manage all work pass applications and ensure information is updated accurately
  • Grant Submission: Assist in Government grant, paid leave and NS pay application and submission
  • Policy Review: Assist in the annual review of the benefits policy and the employee handbook and make amendments
  • Employee Education: Provide employee education on the company's personnel system
  • HR Reporting: Assist in submitting HR-related reports to the head office
  • Record Maintenance: Maintain and update employee records by the Company policies, local laws and regulations

3. HR Executive Responsibilities

  • Document Management: Compile, maintain and update documentation, files, records and information (attendance, etc) to legal requirements
  • License Application: Paperwork management and application of licenses, certifications, approvals, etc.
  • Talent Acquisition: Recruitment by preparing job descriptions, posting ads and managing the hiring process
  • Training Coordination: Arrange training and staff improvement courses
  • Performance Support: Assist in performance management processes
  • Grievance Handling: Support the management in disciplinary and grievance issues
  • Compliance Review: Review employment and working conditions to ensure legal compliance, efficiency and staff satisfaction

4. HR Executive Job Summary

  • Payroll Preparation: Prepare monthly and incentive payroll for all employees
  • Tax Reporting: Prepare the IR8A return for all employees
  • Employee Lifecycle: Responsible for onboarding and offboarding processing of employees
  • Claims Administration: Responsible for NS make-up claims, medical reimbursement claims and expense claims
  • Event Coordination: Handling monthly birthday celebrations and company events
  • Administrative Support: Provide daily confidential administrative support to the team and respond to basic queries from employees
  • Policy Advisory: Detailed advice and problem resolution (including direct one-to-one manager casework support) on complex and sensitive policy interpretation and procedural issues to managers and employees
  • Resourcing Strategy: Collaborate with the management team in developing a resourcing strategy and innovative, timely, and cost-effective best practice solutions to enable the organisation to meet its objectives
  • Service Improvement: Seek to continuously improve the quality and value of the service provided to the organisation
  • Training Development: Support the development of solutions to cater to individuals’ development plans, and that specific skills training is arranged and liaised for the team where shortfalls are identified
  • Capacity Building: Ensure that staff have the required skills and abilities to provide capacity building and knowledge transfer to partner organizations
  • Performance Management: Continue to embed effective performance management amongst the leadership team
  • Monitoring Evaluation: Develop and implement a monitoring and evaluation process to ensure that both individual and organizational performance against objectives is regularly assessed and issues are identified and addressed
  • Change Awareness: Stay abreast of changing organizational and external situational circumstances
  • Organizational Impact: Impact both teams and the wider organization and proactively develop suggestions for addressing them and/or incorporating information into ideas and approaches
  • Recruitment Strategy: Formulate manpower recruitment strategies, implement and execute recruitment programmes to meet the Company’s resource management and operational needs
  • Process Improvement: Implement and review existing HR processes to meet business growth for continuous improvement
  • Job Advertising: Responsible for advertising recruitment adverts on external/internal job boards and social media channels and liaising with the hiring manager
  • Recruitment Metrics: Maintain recruitment advertising metrics up to date and produce reports
  • Logistics Coordination: Liaising with managers and candidates, advertising vacancies, providing logistical support on interview days and managing recruitment files
  • Contract Documentation: Produce contracts of employment, standard letters and other documentation to a high standard with high attention to detail
  • File Maintenance: Maintain employee personnel files and archives, ensuring compliance with data protection and legal frameworks
  • Employee Orientation: Participate in the orientation of new employees and conduct separation or exit interviews

5. HR Executive Accountabilities

  • Full Hiring Cycle: Responsible for the Full Hiring cycle, including re-sourcing, pre-screening, conducting telephonic/personal interviews, checking references, and negotiating compensation packages
  • Candidate Shortlisting: Shortlist candidates based on performance in Interviews and Communication Skills
  • Competency Understanding: Understanding the competencies required for different roles, at different levels
  • Ad Designing: Designing recruitment advertisements and posting on different Job Portals
  • Profile Sourcing: Sourcing the profiles in the portals
  • Recruitment Tracking: Maintaining the recruitment Matrix with the date of indent and the Resource Tracker
  • Database Management: Creating, designing, maintaining and updating a database for different categories of skilled professionals on various requirements

6. HR Executive Functions

  • HR Administration: Perform a full spectrum of HR and Admin assignments
  • Admin Support: Support the accounts supervisor on all admin matters
  • Interview Scheduling: Schedule interviews for shortlisted candidates
  • Letter Preparation: Prepare Letters of Appointment for new hires
  • Appointment Formalities: Conduct appointment formalities for new hires
  • Team Support: Provide other administrative support to the HR Business Partnership team

7. HR Executive Job Description

  • Payroll Reporting: Prepare and submit Payroll / Final Payment Reports with supporting documents accurately and on time as per the Payroll / Final payment schedule and guidance
  • Payment Processing: Ensure all payments to Employees are timely and correctly processed (without any delay and error)
  • Payroll Implementation: Implement Payroll processes at assigned location(s) timely and correct manner to meet the Company's guidelines, policies, and legal regulations
  • Audit Testing: Complete all defined regular Self-tests / Cross tests to ensure the passing rate of the Payroll processes audit
  • Process Improvement: Actively explore the gaps and propose solutions to improve/enhance the Payroll process at the assigned location(s)
  • Query Handling: Effectively handle all related queries/questions of Employees regarding payroll / final payment matters
  • Audit Preparation: Prepare and provide data/documents as per the Audit Team’s request
  • Audit Communication: Independently give the explanations to the Auditors
  • System Enhancement: Assist the Line Manager in improving the related processes/systems to meet the audit requirements
  • Onboarding Guidance: Give the right instructions to the new Employee and ensure they submit the required documents on time as per the Company guidance
  • Profile Updating: Timely update Employee profile and store Employee dossiers of all L9 at location(s) without any missing or delay
  • Data Confidentiality: Ensure the confidentiality of the Employee dossiers and data, to provide only to authorized persons
  • Contract Management: Keep track and follow up the process to ensure all related Employees have the validated Labor Contracts (new and renewal) and probation assessment for new hires to be processed on time and as per the Company process
  • HR Advisory: Actively advise HRBP / Line Manager to be able to make decisions right time and in compliance with legal and Company regulations
  • Insurance Reporting: Correctly prepare and submit on time the compulsory insurance reports as per the related regulations
  • Payment Submission: Timely and correctly process the related payments to Social Insurance organizations
  • Data Reconciliation: Proceed with the monthly reconciliations for the data submitted to the Finance team and Social Insurance officers
  • Benefits Delivery: Ensure that the Employees timely and adequately receive the related benefits

8. HR Executive Overview

  • HR Management: Oversee and manage the full spectrum of Human Resources
  • Talent Operations: Recruitment and selection, compensation and benefits, training and development, staff welfare and employee engagement, performance management and office management activities
  • Payroll Processing: Be in charge of the Payroll process and submission of statutory payments every month
  • Policy Documentation: Issue a memo and prepare paperwork for HR policies and procedures
  • Stationery Management: Be in charge of the office stationery requirements
  • Record Maintenance: Maintain and update staff personal records
  • Training Coordination: Organize company training and orientation
  • Audit Support: Attend to customers and the authorities' audit

9. HR Executive Details and Accountabilities

  • Engagement Tracking: Provide and keep track of employee engagement
  • People Strategy: Partnering with people leaders in the Group Office functions to develop and implement people strategies
  • Policy Execution: Implementing and developing the processes for GO teams in terms of main policies designed by CoE teams such as succession planning and development, performance management, recruitment, compensation and benefits
  • HR Process Execution: Executing all HR processes for GO employees according to CCI policies and procedures
  • HR Advisory: Advising on HR regarding policy and procedure creation

10. HR Executive Tasks

  • HR Operations: Handle the full spectrum of HR functions and duties to ensure the smooth running of the HR department
  • Payroll Coordination: Perform payroll and liaise with external parties related to HR matters (EPF, SOCSO, LHDN)
  • HR Support: Responsible for providing full HR support such as recruitment, training and development, employee relations, compensation and benefits and industrial relations
  • Policy Management: Ensure that effective and appropriate HR Policies and Procedures are in place that meet legal requirements, best practice and organizational objectives
  • Objective Monitoring: Continually review and monitor progress against the HR action and objectives, and ensure that staff and budget resources are appropriately allocated and deployed
  • Strategy Implementation: Ensure that effective learning and development, recruitment and health and safety strategies, procedures and policies for staff are developed, implemented and monitored
  • Project Management: Manage and lead on HR projects and initiatives, ensuring that implementation is achieved on time and on budget
  • Policy Review: Review and improve policies and employee handbooks
  • Record Management: Responsible for records of personnel transactions such as hires, promotions, transfers, performance reviews and terminations
  • Recruitment Planning: Drafting the recruitment plan and taking the lead on the execution of recruitment activities/channels and ensuring that it is within the stipulated budget
  • Hiring Coordination: Initiating a discussion with HODs on the recruitment issues to source the right candidates for the right positions and to confirm the Job Description of each position in the company

11. HR Executive Roles

  • Payroll Review: Review the salary, incentive, and commission management prepared by payroll outsourcing vendors
  • Benefits Administration: Administer various benefit insurance including GI, NHI and LI
  • Policy Comparison: Obtain quotations and prepare comparisons in each policy year to ensure that the employee benefits and cost are competitive with the market
  • C&B Activities: In charge of C&B-related activities for recruitment, staffing, collection and verification
  • Recruitment Supervision: Supervise the administration aspects of recruitment activities such as placement advertising, contacting employment agencies, preparing recruitment reports and statistics
  • Retail Hiring: Recruiting retail PT based on business needs
  • HR Advisory: Provide HR services to all staff, interpret and ensure understanding of HR policies and procedures, maintain good labor relations, provide counselling services, and alert management to any employee issues
  • Program Assistance: Assist with ad-hoc HR programs and activities such as the welfare committee, annual dinner, labor conference meeting, etc.
  • Report Preparation: Prepare various reports including headcount, labor cost, cost allocation, Org chart, and turnover analysis
  • File Supervision: Supervise and ensure an up-to-date personal files and records are maintained
  • Database Management: In charge of employee records keeping, database management and monitoring HRIS system processes
  • Leave Management: Leave and overtime management to ensure compliance with local labor law

12. HR Executive Additional Details

  • Manpower Planning: Support in planning and preparing the annual manpower acquisition plan and budget for the Concept
  • Target Monitoring: Monitor and support the achievement of the recruitment targets for the Concept as per the approved manpower budget
  • Channel Selection: Support in deciding on the priority recruitment channels for the Concept in consultation with the HR Manager
  • Mid-Level Hiring: Focus on the closure of all junior and middle management hiring (Screening, Shortlisting, Scheduling, Interview, Selection, Negotiation and Offer Acceptance) for the concept
  • Recruitment Tracking: Consolidate and prepare (HR dashboard) Monthly Tracker-Manpower Planning sheet for the concept and share it with the HR Manager for further discussion with Operations in case of any variance
  • Position Monitoring: Ensure the list of open positions is followed within the timelines set and discussed with the HR Manager in case of any challenges
  • ATS Management: Ensure that all the open positions are updated on ATS and continual work on the same happens unless the position is closed with the offered acceptance and candidates’ profile creation
  • Onboarding Execution: Plan and execute end-to-end onboarding activities like travel, accommodation, IT requirements, in liaise with the Admin team
  • Joining Coordination: Ensure to communicate the employee’s joining to the H.O.D well in advance to make necessary arrangements
  • Induction Support: Provide a brief Induction on the Group and coordinate with the Facilities team for the Safety Induction
  • Program Nomination: Ensure to nominate the employee for the unified onboarding program by the corporate team
  • Joining Announcement: Ensure to send out a joining announcement for the new joiners in the Office
  • Induction Management: Assist in ensuring smooth execution of the induction process for the new entrants (desk allotment, team introduction, joining processes and formalities, etc)
  • Retention Program: Help introduce Employee Retention/Recognition Programmes such as Employee of the month, Long Service Award etc for the Concept
  • HRIS Monitoring: Help manage and monitor the Human Resource Information System effectively
  • Data Accuracy: Ensure that correct and complete information is stored in the system and is used effectively for the benefit of the organization
  • Appraisal Support: Support in the objective administration of the performance appraisal process and accuracy in feedback collation
  • Performance Reporting: Support in tracking performance management and present reports regularly to the management
  • Policy Implementation: Ensure the effective implementation of HR policies across the Concept
  • Statutory Compliance: Ensure compliance with statutory provisions concerning people practices and processes
  • Exit Process Support: Help manage and monitor the employee separation process, thereby ensuring a smooth exit of the employee from the organization
  • Separation Activities: Managing activities such as exit interviews, full and final settlement, etc

13. HR Executive Essential Functions

  • HR Business Partnering: Business Partnering and working closely with the line managers to provide advice about HR issues and provide support to various key HR initiatives
  • Employee Lifecycle: Handle the full employee lifecycle
  • HRIS Management: Manage and handle employees’ records in the HRIS system
  • Work Pass Administration: Responsible for work pass administration such as work pass applications, renewal, cancellation and issuance
  • Employee Relations: Provide advice and handle all employee relations issues
  • Claims Processing: Administer and process employees’ claim submissions
  • Welfare Management: Handle staff welfare/employee benefits-related matters

14. HR Executive Role Purpose

  • Employee Lifecycle: Act as the point of contact to ensure all elements of the employee life cycle are administered effectively
  • Data Ownership: Take ownership of employee-related data/documents
  • Data Collection: Obtain information and statistics relating to employees
  • Quality Management: Responsible for the overall quality system in the HR department
  • Brand Promotion: Promote and support the corporate visions, values, and brand identity of the company

15. HR Executive General Responsibilities

  • HRIS Management: Process and maintain the human resource information system records of the employee database
  • Policy Review: Assist in the review of HR policies and procedures to align with the market practices
  • Regulatory Compliance: Ensure compliance of all HR practices within the area of responsibility and with legislative and regulatory requirements, standards and other known policies and guidelines
  • Expatriate Management: Regional mobility support and expatriate management
  • Letter Preparation: Prepare HR related letters and documentation
  • Payroll Management: Perform monthly payroll management for the Regional Headquarters and overseas branch offices
  • Tax Submission: Ensure timely and accurate submission of CPF, IR21 and annual income tax declaration
  • Income Tax Support: Support in regional employee income tax matters
  • Payroll Reporting: Prepare monthly headcount and payroll reports
  • Claims Processing: Claim for reimbursement from government (NS Claim, Maternity, Childcare, Paternity etc.)
  • Benefits Management: Manage medical, health insurance, work injury compensation, leave administration etc
  • Talent Acquisition: Support the talent acquisition process by updating job descriptions, posting jobs online, scheduling interviews and performing background/reference checks
  • Onboarding Coordination: Prepare letter of appointment, coordinate new-employee onboarding programs and announcement of new joiners
  • Work Pass Handling: Manage work pass applications, renewals and cancellations and other related matters
  • Offboarding Process: Handle off-boarding process, including preparation of acceptance of resignation letter, exit clearance forms and update movement report
  • Training Support: Support in the Company's training and development initiatives, a source for training providers and training programs
  • Training Coordination: Coordinate and keep track of all in-house and external training
  • Training Evaluation: Support in evaluating training effectiveness, performing training administration duties and maintaining training records
  • Government Liaison: Liaise with government authorities for funding, grants and support
  • Appraisal Support: Assist with periodical and staff confirmation performance appraisal exercises
  • Staff Communication: Conduct staff communications briefing and refresher sessions
  • Research Support: Support in providing research data on salary and promotion increments and bonuses

16. HR Executive Key Accountabilities

  • HR Strategy Execution: Accountable for development, implement and execute HR Ops strategies, policies, programs, and processes
  • Onboarding Coordination: Conduct employee onboarding and help organize training and development initiatives
  • Employee Support: Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise
  • Workplace Promotion: Promote HR programs to create an efficient and conflict-free workplace
  • Policy Development: Assist in the development and implementation of human resource policies
  • Performance Review: Organize half-yearly and annual employee performance reviews
  • Record Maintenance: Maintain employee files and records in electronic and paper form
  • Labour Compliance: Ensure compliance with labour regulations

17. HR Executive Roles and Details

  • Employee Management: Overall, OS employee management and provides high-quality support for the HRBP team
  • Lifecycle Oversight: Fully responsible for OS employees' hiring and lifecycle management
  • Process Assistance: Assist in the HR operation process of onboarding, transfer, termination, etc
  • System Control: Provide system management and deliver controlling processes, such as headcount consolidation
  • HRIS Tracking: Maintain the routine tracking work in HRIS and keep finding optimized opportunities to be more efficient
  • Data Compliance: Work closely with the HRBP team to ensure consistent HR data integrity and compliance
  • HR Reporting: Responsible for HR reports, analysis and KPI consolidation
  • Mobility Support: Support the process of internal mobility, e.g. interview arrangement and coordination, meeting requests etc
  • Activity Coordination: Provide support on HR activities, such as new hire orientation and integrations
  • Executive Support: Provide daily support to the HR Director according to requirements
  • Task Execution: Implement other tasks assigned by the superior to meet the superior’s expectations

18. HR Executive Responsibilities and Key Tasks

  • Intern Hiring: Responsible for supporting the office intern and PT hiring and part of the store recruitment as well
  • Employer Branding: Contribute and participate in projects and activities related to employer branding, establishment of recruitment expertise of ASICS, etc.
  • Content Support: Support for developing recruitment marketing content
  • Social Media Use: Make use of all available social media platforms, e.g., WeChat and job boards
  • System Operation: Keep promptly operating on related systems (SuccessFactors, ATS, etc.) and company org chart maintenance

19. HR Executive Duties and Roles

  • HR Strategy Implementation: Partner in the development and implementation of the organization's HR strategies and processes in alignment with business objectives
  • Manpower Planning: Study organization manpower needs and handle the management of the selection and recruitment process in line with the company's strategic direction
  • Recruitment Planning: Ensure the overall recruitment plan is achieved in terms of lead time, quality candidates and within the salary range of the job level
  • Job Requirement Analysis: Work with line managers to determine applicant requirements by studying the job description and qualifications
  • Candidate Sourcing: Execute various recruitment channels to attract candidates such as placing job advertisements, contacting employment agencies, colleges and participating in job fairs
  • Interview Coordination: Screening and conducting interviews with department managers to select qualified candidates
  • Onboarding Process: Conduct and create an employee onboarding process that ensures new hires' quick adaptation to the new work environment and culture
  • Exit Interviewing: Perform job exit interviews to obtain feedback and initiate programs to improve retention
  • Employer Branding: Responsible for employer branding activities for the company
  • Union Relations: Involved in Union negotiations and relationship management
  • Employee Communication: Promote and ensure that timely information is cascaded down to all employees using effective communication channels
  • People Analytics: Provides insightful data and analytics to enable the business to make fact-based and strategic decisions on people issues
  • Engagement Programs: Implement motivational programs to foster a strong culture of engagement among employees
  • HR Audits: Responsible for audits related to the HR functions and performing other related duties

20. HR Executive Roles and Responsibilities

  • HR Support: Assist department heads in day-to-day HR matters
  • Policy Implementation: Assist in implementing HR policies, systems and operating procedures
  • Process Documentation: Assist in documenting process flow charts on HR operational procedures
  • Payroll Assistance: Assist in Payroll preparation
  • Employee Records: Maintain and update employee records
  • Letter Preparation: Prepare letters for new hire, resignation and confirmation of employment
  • Office Supplies: Replenishment of office forms and stationery
  • Org Chart Management: Update organization charts from time to time

21. HR Executive Duties

  • Payroll Administration: Payroll for a daily-rated employee
  • Claims Processing: Prepare petty cash claims reimbursement for employees
  • Injury Claim: Preparation, submission and monitoring of Work Injury Compensation Insurance Claim/Foreign Worker Medical
  • Travel Arrangement: Arrange flight tickets for workers as per company policy
  • Work Pass: Work pass application, renewal and cancellation (WPOL), and security bond arrangements
  • Permit Application: Apply entry permit for foreign workers as per MOM requirements
  • Training Coordination: Training arrangement for staff and workers
  • Dormitory Movement: Arrangement and monitoring of dormitory movement
  • File Administration: Employee personal file administration
  • Worker Recruitment: Sourcing and recruitment for work permit workers
  • Document Preparation: Preparing the KET for new workers
  • Exit Clearance: Preparing employees' clearance for resignation/termination/end of contract
  • Leave Tracking: Leave monitoring and update of the medical reimbursement invoice record in the system
  • Document Safekeeping: Safekeeping of workers' passports
  • Grievance Handling: Attend the employee grievances and handle all employees matter concerning jurisdiction
  • Issue Inquiry: Holding an inquiry with the employees who are having issues/feedback
  • Admin Support: Provide administrative support and other ad-hoc jobs

22. HR Executive Details

  • HR Operation: Assisting with the efficient operation of the human resources
  • Payroll Processing: Process payroll using the Quick Pay System and ensure timely payroll completion
  • Data Maintenance: Maintain and update employees' personal information in the employee file and payroll system
  • Overtime Review: Checking overtime claims and allowances
  • Payroll Reporting: Prepare a monthly payroll summary and overtime report
  • Statutory Submission: Responsible for generating and preparing timely submissions of statutory contributions of EPF, Socso and Income Tax
  • Claims Handling: Handling employees' Socso claims
  • Document Preparation: Preparing related documents for the Socso claim and report form to the labour department

23. HR Executive Responsibilities

  • Talent Strategy: Work closely with the Business Units to develop and manage strategic talent acquisition strategies based on business needs
  • Market Awareness: Keep abreast of market trends, proactively share market information, and make recommendations on improving talent acquisition strategy and HR-related handling
  • Ad Drafting: Draft the recruitment advertisement and use an appropriate recruitment channel to attract talent
  • Candidate Management: Identify talent candidates and manage one-stop employee life cycle effectively including recruitment and selection, offer management, on and offboarding, staff engagement, performance management, etc
  • Partner Collaboration: Collaborate with internal and external business partners to ensure effective delivery of HR services is in line with HR objectives and business requirements
  • Digital Project: Actively participate and facilitate the HR digitalization project
  • Employee Engagement: Assist in enhancing employee engagement by driving company activities, i.e., Annual Dinner, Christmas Party, and Team Building
  • HR Operations: Work with other HR teammates about all HR-related operational tasks and ensure the tasks comply with legal requirements
  • Report Preparation: Prepare HR-related reports, presentations, and analyses for management review

24. HR Executive Job Summary

  • Business Partnership: Establish a strong working partnership with different Business Units in providing first line support in all HR related matters, control and manage to ensure compliance with HR polices, procedures and statutory requirements
  • Benefits Administration: Ensure implementation and administration of employee welfare/benefits by the Company's policies
  • Record Maintenance: Maintain and update employee records in the Company’s HR System to ensure accuracy and up-to-date information at all times, including employee P-files
  • Recruitment Process: Responsible for end-to-end recruitment processes, including employee on-boarding / off-boarding activities
  • Event Organization: Organise and participate in recruitment events such as career fairs, campus recruitment, etc
  • Employee Relations: Support and manage employee relations and its communication process
  • Report Compilation: Compile and present monthly personnel reports, including survey participation
  • Claims Processing: Process and submit government claims, e.g., NS make-up pay, childcare, maternity, FWL waiver, etc
  • Work Passes: Handle work pass applications and renewals

25. HR Executive Accountabilities

  • Onboarding Management: Support in the end-to-end management of the pre-boarding and onboarding process for all new joiners
  • Candidate Communication: Communicate and build a strong rapport with all new hires, sharing details about the company, including their work schedules, Company Rules, work responsibilities, overtime details etc
  • Document Follow-up: Follow up on any documentation required for the new joiner
  • File Management: File and manage new joiner folders for audit purposes
  • Kit Preparation: Welcome new employees and prepare the onboarding kit
  • Presentation Facilitation: Facilitate the welcome day presentation on the day of joining
  • Information Sharing: Prepare and share new joiners' details, communicating effectively with the appropriate line Manager
  • Paperwork Collection: Collect paperwork and other related documents from the new hire
  • Document Preparation: Prepare onboarding documents and kits
  • Email Template: Prepare onboarding email templates for the employees
  • Process Innovation: Stay up to date with innovative and creative ways of onboarding new employees
  • Cycle Support: Work closely with the Talent Partners to support the pre-boarding cycle

26. HR Executive Functions

  • Team Leadership: Provides leadership and oversight to the Business Partner team
  • Strategic Partnering: Ensures effective partnering with teams and organizational leaders to develop people and related organizational strategies that integrate with and support business strategies, goals, and objectives
  • Leader Coaching: Oversees the provision of coaching and advice to leaders in support of building effective teams and addressing Team Member relations matters
  • Business Consultation: Consults with company leaders on areas including organizational design, talent development, workforce planning, talent acquisition, rewards, training, leadership development, and performance management
  • Client Liaison: Serves as the client face of TMS, liaising with other TMS functions, including Recruiting, Talent Management, Learning and Development, Compensation, Benefits, HRIS, and Shared Services Operations to ensure effective and integrated support
  • People Management: Leads team of direct reports (6) and indirect reports (40)

27. HR Executive Job Description

  • Workstation Setup: Ensure that newly hired employees are getting their workstations ready, properly oriented about the company and recorded into the systems
  • HR Services: Responsible for effective and efficient delivery of end-to-end HR services in-country (eg, onboarding, offboarding, leave administration, benefits administration etc)
  • Lifecycle Management: Managing employee life cycle activities such as promotions, transfers and mobility, pay changes, etc
  • Exit Compliance: Ensure termination of employees complies with policies and procedures and that exit interviews are conducted with summary reports prepared regularly
  • Payroll Execution: Responsible for preparing HR inputs and executing payroll activities and payroll compliances
  • Data Accuracy: Ensure payroll is managed properly by providing accurate data to the payroll vendor and complying with local rules and regulations
  • Benefits Administration: Administer proper benefits programs related to existing employees, new hires, termination and other changes in employment status
  • Leave Tracking: Maintain accurate reports of employees’ leave in the HR system
  • HR Support: Assist in the daily running of local HR by providing information, advice and services relating to HR processes
  • Expatriate Management: Responsible for expatriate management and documentation
  • Employee Relations: Provide effective employee relations and a positive working climate locally, closely working with line managers and employees
  • Regulatory Reporting: Assist in the timely and accurate preparation of human resources regulatory reports
  • Regional Support: Support HR processes and activities for broader regions as well

28. HR Executive Overview

  • HR Administration: Responsible for HR administrative matters that include employee leave administration, time attendance, claims and general employee administrative matters
  • Performance Review: Assist in overseeing performance review procedures (e.g., bi-annual/annual evaluations)
  • Content Coordination: Assist in coordinating with other departments to provide content and information updates to the Innity intranet
  • Employee Relations: Assist in handling employees’ grievances and employee relations
  • Event Support: Assist in company town hall activities, Innity Sports Club, and other company-related events and activities that will encourage a positive working environment and company culture
  • HR Generalist: Generalist role covering HR administration, recruitment, training and employee engagement
  • Employee Onboarding: Facilitate employee onboarding activities

29. HR Executive Details and Accountabilities

  • Manpower Planning: Assisting with manpower planning and recruitment
  • Candidate Hiring: Assisting with the hiring process, right from shortlisting candidates to new employee documentation and induction
  • Employee Onboarding: Onboarding new talent and maintaining records of all documents
  • HR Management: Assisting the internal team completely with human resource management and all related functions
  • Policy Documentation: Documenting, implementing, and maintaining company HR policies, rules and regulations
  • HR Operations: Assisting the team with HR operations activities
  • Employee Engagement: Assisting in the monthly, quarterly and annual employee welfare and engagement activities

30. HR Executive Tasks

  • Training Coordination: Coordinate the implementation of Training and Organization Development programs/initiatives to improve the competence and effectiveness of all employees of Projects e.g. develop people, performance management, competencies, etc.
  • Needs Analysis: Assist in analyzing the factory training needs and establishing and executing the training matrix and plan
  • Confidential Handling: Exercise initiatives and judgment in handling routine and confidential materials/enquiries
  • Employee Relations: Provide support in the employee relations area in Projects/ Factory (staff events, etc)
  • Training Development: Develops and implements factory training plans and programs to support the current and future business needs of the factories
  • Program Quality: Manage the quality of T&L programs, ensuring they remain at the cutting edge, benchmarking with other companies
  • Budget Monitoring: Consolidates and monitors internal and external training budgets of the factory
  • Learning Technology: Contributes to the effective use of the Learning Solution and ensures effective use of all learning technology
  • Guideline Localization: Localize guidelines, methods, tools and standards for the E&T Pillar to standardize and share knowledge across the T&P community
  • Cross-Alignment: Provide alignment between cross-functional areas, Pillars and initiatives
  • Trainer Development: Develop an E&T competence plan and the necessary trainers
  • Strategy Alignment: Align E&T strategy for factories to cover all training needs in NCE and ensure that all training materials are aligned

31. HR Executive Roles

  • Recruitment Management: Responsible for end-to-end recruitment of manufacturing support staff
  • Offboarding Process: Manage off-boarding processes, exit interviews and clearance
  • Record Maintenance: Ensure accuracy in the maintenance of manpower records in the system
  • Report Preparation: Prepare monthly reports and recruitment statistics for Management
  • Contract Processing: Verify and process contracts for all contract manpower
  • Leave Administration: Administer leave management, transfers/movements, performance appraisal reviews, turnover, promotions etc.
  • Payroll Processing: Process monthly payroll activities
  • Report Accuracy: Ensure accuracy in all payroll reports and transactions

32. HR Executive Additional Details

  • HR Support: Act as the first point of contact for HR queries across Operations
  • Absence Management: Act as an escalation point for employee absences and ensure absence and holiday are managed in line with policies
  • Absence Reporting: Own absence reporting for onsite colleagues and lead initiatives to address any trends that may appear
  • Process Improvement: Work on continuous process improvements
  • Site Recruitment: Support recruitment activity on site and deliver HR Inductions for new starters
  • Onboarding Coordination: Support hiring managers with IT/equipment set up for new starters
  • Employee Relations: Advise managers on formal processes and provide HR support throughout
  • Project Assistance: Own or assist HR Business Partner on ad-hoc projects
  • Policy Guidance: Partner with managers to provide ad-hoc advice and training on policies/processes
  • Culture Promotion: Support with culture initiatives on-site
  • Employee Engagement: Lead onsite communications and engagement initiatives
  • Council Support: Support the delivery of Staff Council and Employee Voice initiatives
  • Survey Implementation: Support the implementation of actions from the Happiness surveys
  • Learning Delivery: Support the delivery of the L&D strategy across the site

33. HR Executive Essential Functions

  • HR Administration: Perform a full spectrum of HR and Admin assignments
  • Admin Support: Support the accounts supervisor on all admin matters
  • Compensation Design: Design compensation and benefits packages
  • Recruitment Management: Handle recruitment administration, to conduct interviews up to the executive level
  • Salary Proposal: Prepare salary proposal for new hire (up to Level 2.3)
  • Contract Preparation: Prepare employment contracts and/or other letters such as confirmation, transfer, promotion, etc.
  • Exit Management: Manage the staff resignation/end of contract and exit clearance matters
  • Work Pass: Administration of Foreign workers' work pass renewal, dormitory, and MYE administration
  • Insurance Administration: Administration of employee insurance
  • Policy Briefing: Conduct regular briefings on company policy and procedure
  • Report Preparation: Prepare HR related report and office administration

34. HR Executive Role Purpose

  • Target Maintenance: Maintain the Saudisation target level within the agreed range in the business unit
  • Process Execution: Ensure all HR administrative processes for which HR Business Partners are responsible are executed efficiently and with impeccable attention to detail
  • Hierarchy Update: Ensure the reporting hierarchy and organisation unit structure within SAP HCM is kept up to date
  • Recruitment Planning: As part of the annual HR plan, specify key recruitment requirements for the following year and communicate and discuss these with Group Recruitment
  • Talent Acquisition: Work with line managers and Group Recruitment to ensure all recruits are of an acceptable standard and are thoroughly vetted and reference checked
  • Employee Induction: Ensure all recruits are properly inducted for all
  • Training Delivery: Ensure the training needs of key and high-potential staff are identified and delivered to all
  • Performance Culture: Take necessary steps to create a performance-focused culture where high performers are rewarded, and inadequate performers are allowed to improve or terminated
  • Appraisal Compliance: Ensure compliance with the annual appraisal review that all and especially, are properly appraised and have proper objectives/KPI
  • Appraisal Follow-up: Ensure proper follow-through to the appraisal exercise for all
  • Compensation Compliance: Ensure all pay increases, bonus or incentive awards, and promotion proposals are justified and comply with policy
  • Issue Management: Manage ER issues within the business units
  • Government Registration: Coordinate with HRSS for the registration in all government programs and initiatives such as GOSI, TAQAT, HRDF and SAIFI
  • Engagement Culture: Support line managers in creating a culture of employee engagement based upon the ‘Al-Futtaim way” values to all
  • Culture Reinforcement: Reinforce at all times a culture of meritocracy, performance-focused and diversity
  • Manager Advisory: Act as an advisor to line managers in order to educate them and minimise risk
  • Cost Reporting: Provide line management with regular and accurate reporting of employee costs
  • Budget Execution: Ensure the annual manpower budgeting exercise is conducted accurately and efficiently
  • Budget Management: Create, obtain approval for, and manage the HR department budget
  • Policy Development: Participate in project work as required to develop HR policies, procedures and practices
  • Recruitment Assistance: Assist the HRBP in the preparation and documentation of recruitment-related paperwork
  • Onboarding Coordination: Coordination with HRSSU to ensure a smooth onboarding process for new employees and an offboarding process for existing employees
  • PDR Administration: Assist the HRBP in the administration and documentation of PDR and Accreditation etc.
  • Claim Follow-up: Coordinate with HRSSU for follow-up on payment claims
  • Grievance Support: Assist the HRBP in the documentation of employee relations and grievance handling activities
  • Motivation Documentation: Assist the HRBP in the documentation of training and employee motivational activities
  • Record Maintenance: Maintaining up-to-date personnel information and files
  • Accommodation Coordination: Coordinate with the accommodation in charge and escalate any issues that need to be resolved by the Admin manager through the HRBP
  • HR Duties: Performing other miscellaneous HR-related duties

35. Senior HR Executive General Responsibilities

  • Recruitment Strategy: Develop and execute a company-wide recruitment strategy including sourcing channels, social media, recruitment marketing, employment branding, and candidate experience
  • Lifecycle Recruitment: Manage the full life-cycle recruitment process including sourcing, assessments, interviews, hiring, and onboarding
  • Social Media: Establish our social media strategy and maintain our social media presence on LinkedIn, Jobstreet, WOBB, Facebook and other channels
  • Talent Sourcing: Identify and source talent, assess needs to pipeline for future talent and proactively implement mechanisms to source accordingly
  • Diversity Promotion: Promote diversity in the workplace and ensure recruiting strategies attract diverse candidates
  • Candidate Experience: Ensure a consistent and positive candidate and new hire experience is being delivered
  • Process Evaluation: Solicit input from candidates, HR, HODs, and colleagues to continuously evaluate and improve the process
  • Workforce Planning: Work closely with HODs and hiring managers to understand business needs and fulfill their immediate talent requirements and as well as help plan via workforce planning initiatives
  • Recruiting Expertise: Serves as a subject matter expert on recruiting issues and trends, labor laws, and legislative initiatives that have short- and long-term implications for the business
  • Contact Network: Develop and maintain a network of internal/external contacts to help source high-potential talent
  • Talent Management: Partner with internal people leaders to develop and execute talent acquisition/management strategies
  • Candidate Assessment: Interview and assess all candidates presented to hiring managers, including the use of face-to-face behavioural-based interviewing methodologies
  • Coordination Activities: Ensure all candidate/hiring manager coordination activities run smoothly and efficiently (job posting, scheduling, job offer processing, onboarding, etc.)
  • Interview Debrief: Organize and lead post-interview debrief sessions with interview teams and candidates
  • Offer Extension: Extend offers of employment to selected candidates in collaboration with the HR Generalist
  • Market Insight: Provide market insight to the business, such as competitive intelligence and research regarding compensation trends, how roles are evolving in the industry, and factors impacting talent acquisition and retention
  • Application Review: Reviews employment applications and background check reports
  • Job Design: Design job descriptions and interview questions that reflect each position’s requirements
  • Branding Initiatives: Lead employer branding initiatives

36. HR Executive Key Accountabilities

  • HR Support: Support all internal and external HR related inquiries or requests
  • Record Maintenance: Maintain digital and electronic records of employees
  • Training Coordination: Coordinate training sessions and seminars
  • Staff Orientation: Perform orientations and update records of new staff
  • Report Submission: Produce and submit reports on general HR activity
  • Exit Process: Complete termination paperwork and exit interviews
  • Trend Awareness: Keep up-to-date with the latest HR trends and best practices

37. HR Executive Roles and Details

  • Benefits Design: Design compensation and benefits packages
  • Performance Management: Implement performance review procedures (e.g., quarterly/annual and 360 evaluations)
  • Policy Development: Develop fair HR policies and ensure employees understand and comply with them
  • Talent Sourcing: Implement effective sourcing, screening and interviewing techniques
  • Training Coordination: Assess training needs and coordinate learning and development initiatives for all employees
  • Budget Monitoring: Monitor the HR department's budget
  • Labor Compliance: Act as the point of contact regarding labor legislation issues
  • Grievance Handling: Manage employees' grievances
  • Referral Program: Create and run referral bonus programs
  • System Evaluation: Review current HR technology and recommend more effective software (including HRIS and ATS)
  • Retention Analysis: Measure employee retention and turnover rates
  • HR Operations: Oversee the daily operations of the HR department

38. HR Executive Responsibilities and Key Tasks

  • Payroll Management: Handle payroll functions and ensure timely/accurate processing of payroll transactions
  • Tax Compliance: Ensure compliance and timely submission of monthly CPF and Tax Filings (IR8A and IR21) for both local and foreign employees
  • HR Administration: Assist in administering HR matters in areas such as onboarding/offboarding, recruitment, compensation and benefits and performance management exercises
  • Record Organization: Organize and maintain HR information
  • Policy Review: Assist in setting and reviewing HR and admin policies/procedures, the company handbook and implement changes
  • Office Administration: General office administration and business support

39. HR Executive Duties and Roles

  • Job Design: Design and update job descriptions
  • Candidate Outreach: Craft recruiting emails to attract passive candidates
  • Resume Screening: Screen incoming resumes and application forms
  • Test Preparation: Prepare and distribute assignments and numerical, language and logical reasoning tests
  • Job Advertising: Advertise job openings on the company’s careers page, social media, job boards and internally
  • Candidate Shortlisting: Provide shortlists of qualified candidates to hiring managers
  • Offer Communication: Send job offer emails and answer queries about compensation and benefits
  • HR Metrics: Monitor key HR metrics, including time-to-fill, time-to-hire and source of hire
  • Event Participation: Participate in job fairs and host in-house recruitment events
  • Hiring Forecasting: Collaborate with managers to identify future hiring needs
  • New Hire Support: Act as a consultant to new hires and help them onboard

40. HR Executive Roles and Responsibilities

  • HR Services: Provides HR Services to all Cargotec Business Units in the APAC Region
  • Ticket Support: Provides first-level support to HR tickets created on the CBS Portal
  • Issue Escalation: Escalates HR tickets created to the relevant supporting teams
  • Transition Support: Participates in country transition activities such as knowledge transfer, work shadowing and service readiness activities
  • Work Passes: Application and cancellation of work passes

41. HR Executive Duties

  • Onboarding Management: Manage the onboarding / offboarding process of employees
  • Salary Processing: Execute monthly Salary adjustments, compute temp staff salary pay out and verify manual claims submissions, etc.
  • Work Passes: Process and cancel work pass applications through the EPOnline and WPOnline systems
  • Contract Preparation: Prepare employment contracts, certification letters and other HR related letters
  • Employee Relations: Manage employee relations including grievances and disciplinary issues
  • Administrative Support: Provide administrative support

42. HR Executive Details

  • HR Functions: Perform a full spectrum of HR functions and Admin support
  • HR Strategy: Align and formulate HR strategies and policies, systems, structures and work processes to achieve the organization's strategic business goals
  • Work Passes: Online application/renewal/cancellation of work passes
  • Insurance Handling: Handle all insurance policies and claims matters
  • Claims Management: Group H&S Insurances, Workmen's Compensation Insurance and WICA claims
  • HR Reporting: Generate Monthly HR Management Reports
  • Manpower Operations: Daily operational and management of foreign manpower and transportation
  • Manpower Reporting: Monthly reporting of manpower management
  • Ad-hoc Support: Assist in any other assignments / ad-hoc matters
Relevant Information
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