What Does A HR Executive Do?

WHAT DOES A HR EXECUTIVE DO?

Overview Job Description Resume Cover Letter Skills Roles

Updated: Jun 23, 2025 - The Human Resources (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

43. HR Executive Duties

Recruitment Management: Maintain the recruitment portal and shortlist candidates
Work Pass Processing: Assist with MOM pass renewal and process work pass applications
Payroll Administration: Process monthly payroll and generate payroll report
Tax Compliance: Process income tax submissions for IR21
Employee Records Management: Maintain and update staff personal files and the system
Grant Application: Responsible for application of grants via the GPL portal (e.g., maternity and childcare leave)
HR Advisory Support: Work with managers to provide advice, assistance and follow-up on employee inquiries relating to administrative support, group insurance, employee benefits, HR policies and practices
General HR Support: Provide support on other HR matters

44. HR Executive Responsibilities

Letter Preparation: Type of the letter of appointment and other personnel letters for assigned projects/divisions
Employee Data Management: Update of employee data in the system
Personnel File Maintenance: Maintain electronic personnel files to ensure employment contracts and related documents are in place
Payroll Handling: Handle bi-monthly payroll for assigned projects/divisions
Payroll Costing: Prepare payroll costing for assigned projects/divisions
Mail Management: Responsible for collecting, opening and disseminating mail
Training Coordination: Source and arrange for ad hoc training courses
Grant Application: Responsible for the application of training grants
Training Records Maintenance: Updating the training plan and collating training evaluation forms for ISO 9000 certification
Call Handling: Provide support for answering incoming phone calls and inquiries
Mail Distribution: Collect, sort and distribute incoming mail and post outgoing mail
Exit Interviews: Ensure exit interviews are conducted with resigning employees
Termination Tracking: Track reasons for voluntary terminations
Resignation Reporting: Prepare a monthly report on resignations

45. HR Executive Job Summary

HR Function Management: Performance management, employee life cycle, employee relations, as well as HR administration
HR Advisory Support: Work closely with the Business Unit Head to provide advice on HR matters
HR Business Partnering: Responsible for HR business partnering
HR Operations Support: Provide support in day-to-day HR operations, such as onboarding, offboarding
Employee Records Management: Maintain confidentiality and ensure accurate maintenance of all employee records and information
Timesheet Verification: Responsible for timesheet verification
Leave Administration: Responsible for the administration of leave records
Payroll Coordination: Responsible for payroll processes, working with the payroll vendor on monthly payroll processing
Government Claims Handling: Submit government claims - NS/maternity/childcare leave
Employee Engagement: Organization of employee company activities/online engagement
Grievance Management: Handle and resolve employees’ disciplinary issues and grievances
Employee Orientation: Responsible for employee orientation for new employees

46. HR Executive Overview

Recruitment Support: Support end-to-end recruitment functions, which include job posting and screening
Onboarding Process: Responsible for the onboarding and Offboarding cycle
Data Management: Update and maintain employees’ personal data and records
Leave & Medical: Handle employee medical and leave matters
Work Passes: Manage application, renewal and cancellation of all work passes
HR Advisory: Engage and provide HR advisory to employees
Recruitment Reporting: Collate recruitment statistics for management reporting
HR Operations: Responsible for the smooth running of day-to-day HR operational and administration activities and all office-related matters
Policy Management: Manage HR policies, plans and programs, and assist in reviewing, evaluating and improving HR workflows, policies, and procedures
Staff Counselling: Responsible for counselling staff
Investigation Handling: Responsible for conducting investigations
Safe Management: Responsible for assisting in the implementation, coordination and monitoring of the system of Safe Management Measures at the workplace to provide a safe working environment for employees and minimize risks of further outbreaks, including Policy, procedures and forms requested by MOM and MOH
Government Liaison: Liaise with government authorities and agencies on employee-related matters

47. HR Executive Tasks

Letter Preparation: Assist in the preparation of appointments, confirmations, increments, promotions, transfers and other HR related letters
Policy Review: Review and revise HR and Admin policies, regulations and procedures periodically
Disciplinary Handling: Administer disciplinary actions and attend disciplinary sessions
Employee Relations: Involved in the management and handling of employee relations
Compensation Strategy: Assist in the management and formulation of compensation and benefits schemes and strategies
Insurance Liaison: Insurance administration and liaising with the company’s insurer on related matters
Timesheet Processing: Processing of staff monthly timesheets for payroll processing
Leave Updating: Ensure all leaves are updated promptly and correctly
Payroll Support: Assist in the preparation of the monthly payroll
Claims Submission: Process and timely submission of Form IR21, NS make-up claims and all the government-paid leave claims
Event Coordination: Involved in the planning and execution of company events and team-bonding activities and supporting HR initiatives
Expatriate Support: Provide expatriate support, eg, accommodation arrangement, orientation, salary, income tax, repatriation, etc
Admin Support: Provide support to the Admin

48. HR Executive Details and Accountabilities

Job Description Design: Design and update job descriptions
Candidate Sourcing: Responsible for sourcing potential candidates from various online channels (e.g., social media such as Facebook, and LinkedIn and professional platforms like Monster, Shine, StackOverflow and Behance)
Recruiting Emails: Craft recruiting emails to attract passive candidates
Resume Screening: Screen incoming resumes and application forms
Candidate Interviewing: Interview candidates (via phone, video and in-person)
Test Coordination: 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 Tracking: Monitor key HR metrics, including time-to-fill, time-to-hire and source of hire
Recruitment Events: Participate in job fairs and host in-house recruitment events
Hiring Planning: Collaborate with managers to identify future hiring needs
Onboarding Support: Act as a consultant to new hires and help them onboard

49. HR Executive Essential Functions

Recruitment Management: Manage end-to-end recruitment and selection process for HQ and outlet recruitment
Agency Coordination: Liaise with agencies on the hiring of foreign recruitment
Interview Scheduling: Contact candidates via phone / WhatsApp / email to schedule an interview
Work Permit Application: Apply for a work permit for the in-house hiring of foreign workers
Medical Arrangement: Arrange for medical checks for foreign workers
Permit Renewal: Renew work permits
Vacancy Fulfillment: Identify and fill employee vacancies based on manpower needs
Salary Proposal: Propose a salary for selected candidates

50. HR Executive Key Accountabilities

Employment Letter: Prepare employment letter and arrange for contract signing sessions
Employee Photo: Collect/Take employee photo
P-File Creation: Responsible for the creation of the P-file
Payroll Documents: Gather all exception documents for monthly payroll processing
Payroll Clarification: Clarify any doubts prior to/during the payroll period
IR21 Submission: Responsible for IR21 submission for foreign workers upon resignation
Final Settlement: Prepare the final settlement for the resignee
Payroll Submission: Ensure timely and accurate submission of payroll

51. HR Executive Role Purpose

Database Maintenance: Ensure databases are updated promptly and accurately at all times
System Entry: Input new hires into the different systems
TMS Management: Manage the TMS system and update records regularly
Leave Updates: Update leave records
Document Printing: Print leave forms, employment forms, outlet calendars, etc, and distribute them accordingly
Internal Communication: Communicate internally for any announcement made
Pantry Supplies: Stock up on pantry supplies
Employee Queries: Handle all employees' queries
Grant Application: Apply for a government grant/funding

52. Human Resources Executive Roles

Resourcing Projects: Support the delivery of a program of resourcing projects, aligned with the HR and Service Plans, to continuously improve the service and address specific customer resourcing needs
Recruitment Advisory: Provide advice and guidance and assist in the provision of high-quality recruitment, selection and appointment services
Administrative Support: Support the provision of a variety of administrative activities relating to the appointment of employment, contracts, terms and conditions and all connected general administration required to support service delivery
Recruitment Materials: Assist with the preparation of recruitment advertising, and resourcing information to support internal and external recruitment, apprenticeships, student placements and volunteers
e-Recruit Management: Administer and support the implementation of Libraries NI's e-Recruit system, ensuring that timely and accurate information is communicated to applicants and hiring managers
Panel Scheduling: Set up and schedule hiring panels and support for the effective and efficient provision of selection processes
Panel Participation: Direct participation as a panel member and/or serving the hiring panel at the selection and interviewing process
Pension Administration: Administer the Local Government Pension Scheme for new recruits and maintain appropriate records

53. HR Executive Responsibilities and Key Tasks

Pension Compliance: Support the administration of the NILGOSC pension scheme and automatic enrolment statutory requirements
Manager Liaison: Liaise with Senior Managers and Finance/Payroll about changing structures, cost center coding, etc
Project Participation: Participate in ad hoc projects, including collation and analysis of information to assist and support the work of senior managers
HR Documentation: Assist in the review and design of HR documentation, e.g., new forms, statement of terms and conditions, employer branding, social media, etc
Agency Engagement: Support service users and administer the engagement of agency workers and associated reporting under the Libraries NI Temporary Workers Framework
Staffing Reports: Assist in the preparation of staffing reports for internal and external stakeholders
Employment Guidance: Provide advice, support and guidance to managers and staff on all aspects of terms and conditions of employment, ensuring that agreements, entitlements, benefits, schemes, etc. are fairly and consistently applied and communicated
Terms Administration: Assist in the administration of changes to terms and conditions of service and ensure effective and timely communication between senior managers, payroll, finance and staff about any such changes

54. HR Executive Roles and Responsibilities

Leave Administration: Administer unpaid and paid leave provisions, including annual, statutory, discretionary, facilities time for trade union duties and maintain records, and produce reports
Termination Support: Assist with the administration of termination of employment, including redundancy and assist in the preparation of estimated costs, including pensions
HR Records Maintenance: Maintain and update HR and establishment records/structures
System Administration: Support the implementation and administration of the Human Resource manual and computerized information systems to support the accurate recording of employee records and payment of staff
Information Systems: Maintain and update information systems and ensure all records management processes are complete
User Communication: Maintain effective communication with other service users
Data Reporting: Input and extract data, produce standard and non-standard computerised reports across the range of HR functions and the provision and presentation of human resource information to improve management decision-making
HR Support Services: Provide advice, guidance and administration support in relation to HR activities to non-departmental Arms’ Length Bodies shared service users

55. HR Executive Roles and Details

Dispute Resolution: Assist in providing early preventative intervention and /or informal conciliation to aid early resolution of disputes
Investigation Reports: Assist with the preparation of investigatory reports and associated documentation
Document Preparation: Assist in the preparation of documentation, presentations, etc
Policy Communication: Assist effective communication of nationally and locally agreed terms, conditions, policies and procedures, ensuring that all parties are informed and changes are actioned appropriately and on a timely basis
Circulars Management: Maintain and update library of circulars relating to NJC and local agreements, manage and archive records
Training Preparation: Assist in the preparation of training for managers and staff on HR and employment matters, including organizing venues, producing training material, etc
Training Delivery: Assist with the delivery of training
Team Supervision: Responsible for supervision of HR Assistant(s), including organization, allocation and authorizing of work, monitoring of attendance, conduct and performance
Training Needs: Assist in the identification of training needs and provide training on administrative and computerized processes and procedures for areas of work allocated within the HR function

56. HR Executive Essential Functions

Admin Delegation: Delegate general administrative duties
Team Leadership: Lead, motivate and appraise staff, ensuring consistently high standards of staff morale, welfare and communication
Leave & Claims: Approval of leave and travel claims
Policy Compliance: Carry out duties in line with Libraries NI Policy and Procedures and ensure that HR policies, procedures and processes are applied fairly throughout the service
Process Improvement: Contribute to the review of administrative systems and procedures to ensure records are accurate, comprehensive and maintained to improve service delivery
Records Governance: Assist with records management processes in adherence to legislative requirements and support Governance requirements
Data Analysis: Assist with the analysis of statistical data and produce written reports
Audit Support: Support the provision of internal and external audits
HR Knowledge: Keep abreast of, and be conversant with, developments across the full range of human resource issues, including legislation both European and National, Codes of Practice, and other policies which may impact on human resources and/or legal responsibilities

57. HR Executive Responsibilities

Employee Engagement: Provide 1-1 engagement sessions with all employees to understand their work, family, or personal problems
Employee Counseling: Provide counseling sessions
Facility Arrangement: Arranges for employee library, lunchroom, recreational facilities, and activities
Engagement Activities: Propose and develop employee relations activities to improve employee engagement and retention
Internal Communication: Prepares newsletter and other reports to communicate information about employee concerns and comments and organizational actions taken
Liaison Support: Attends conferences and meetings, as employee-management liaison, to facilitate communication between parties
Medical Coordination: Arranges for employee physical examination, first aid, and other medical attention
Facility Inspection: Inspects facilities to determine that lighting, sanitation, and security are adequate and to ensure compliance with standards

58. HR Executive Key Accountabilities

Job Advertising: Posting of recruitment advertisements
Brand Consistency: Ensure and maintain good brand and communication consistency for all company materials and collaterals
Interview Scheduling: Responsible for scheduling of interviews
Stakeholder Engagement: Engagement with both internal and external stakeholders such as employees and vendors, etc
Office Purchasing: Manage office sundry purchases
Report Generation: Reports generation
Payroll Administration: Payroll administration
Work Passes: Work pass administration
Admin Support: Provide general administrative support

59. HR Executive Overview

HR Management: Manage the full spectrum of HR Functions
Recruitment & Onboarding: Responsible for the recruitment cycle, onboarding and off-boarding process
Work Pass Handling: Administer work pass application, renewal and cancellation
Payroll & Leave: Process monthly payroll transactions and leave management
Statutory Submission: Responsible for statutory submission - CPF, IR8A and IR21 and other statutory claims such as NS Pay, Maternity and Childcare Claims
Employee Queries: Attend to employees’ queries on various HR-related matters
Insurance Administration: Administer insurance claims and yearly renewals
Government Liaison: Attend to insurance and government agencies (MOM, IRAS, CPF) matters

60. HR Executive Functions

Hiring Coordination: Liaise with hiring managers to identify and evaluate hiring needs
Job Advertising: Post job advertisements on various recruitment job posting channels
Sourcing Channels: Source and monitor new and potential job portals and recruitment avenues
Resume Screening: Pre-screen resumes and evaluate candidates’ qualification match, cultural fit and compatibility for the advertised job position
Interview Coordination: Coordinate interview arrangements and conduct interviews
Offer Management: Initiate and negotiate employment offers to shortlisted candidates
Onboarding Support: Prepare and handle onboarding matters
Recruitment Reporting: Compile a weekly Recruitment Report
Manpower Requisition: Process and monitor the status of Manpower Requisition Forms

61. HR Executive Job Summary

Work Pass Advisory: Manage and advise on work pass applications
Campus Recruitment: Lead and organize campus talks and recruitment fairs
Recruitment Initiatives: Lead and propose new recruitment initiatives (Internship, School Programs, etc.)
HR Grant Programs: Identify and implement potential Government HR initiatives (RRA, PCP, CSP, etc.)
Overseas Hiring: Handle and support overseas recruitment
P-File Creation: Create new employee P-file details in the HR system
JSJD Management: Create and manage JSJD for all positions
Team Support Oversight: Manage, train, and monitor the BU support team on their recruitment needs

62. HR Executive Job Description

Payroll Queries: Provide information and answer employee questions about payroll-related matters
Timekeeping Management: Managing electronic timekeeping systems or manually collecting and reviewing timesheets
Payroll Calculations: Calculate payable hours, overtime, commissions, bonuses, tax withholdings, and deductions
Earnings Statements: Prepare and issue earnings statements
Salary Processing: Calculate the weekly advance payment of salary and final salary
Shift Payroll: Handle the salary payment of shift workers
Paycheck Handling: Issue paychecks and manage direct deposits
Records Maintenance: Maintain employee records
HR Coordination: Coordinate with the HR department to ensure correct employee data
Leave Assistance: Provide assistance in Leave Management

63. HR Executive Overview

HR & Admin Support: Support the full spectrum of Human Resources (HR) and administration functions in areas of recruitment and selection, employee relations, compensation and benefits, payroll, and office and estate administration
HR Projects: Provide support in HR initiatives, programs and projects
HR Documentation: Prepare and maintain HR letters, contracts and staff handbook
Onboarding & Exit: Facilitate staff onboarding and exit processes
Interview Coordination: Coordinate recruitment and selection activities, such as scheduling and arranging interviews
Payroll Support: Support payroll administration
Performance Review: Assist in performance appraisal and confirmation review processes
Policy Administration: Administer and be the contact point for HR policies, processes and procedures
Office Upkeep: Execute the office and estate administration and ensure the upkeep of the office
Database Maintenance: Maintain accurate and up-to-date HR, training and administration databases
Report Preparation: Prepare monthly HR, training and administration reports

64. HR Executive Roles

Payroll Processing: Process payroll for designated centers by the end of each month using payroll software
Payroll Reporting: Prepare monthly payroll analysis reports and payment vouchers
Data Entry: Responsible for collecting, compiling, entering, and updating payroll data in the system, ensuring accuracy
Tax Compliance: Perform activities relating to income taxes, CPF submissions, and surveys conducted by various government agencies such as MSF, MOM, and CPF Board
Claims Management: Process reimbursement claims
Records Archiving: Ensure proper archiving in accordance with the company’s record retention policies
HR Database Management: Responsible for updating the HR database, leave, and benefits administration
Leave Administration: Handle all leave queries and entitlements
Audit Support: Provide internal and external audit support
Stakeholder Coordination: Liaise with internal stakeholders and vendors on payroll-related matters

65. HR Executive Roles

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

66. HR Executive Job Description

HR Query Handling: Act as the first point of contact for HR queries across Operations
Absence Escalation: Act as an escalation point for employee absences and ensure absences and holidays 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
Recruitment Support: Support recruitment activity on site, and deliver HR inductions for new starters
Onboarding Setup: 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 Advisory: Partner with managers to provide ad-hoc advice and training on policies/processes
Culture Support: Support with culture initiatives on-site
Employee Engagement: Lead onsite communications and engagement initiatives
Voice Initiatives: Support the delivery of Staff Council and Employee Voice initiatives
Survey Implementation: Support the implementation of actions from the Happiness surveys
L&D Delivery: Support the delivery of the L&D strategy across the site

67. HR Executive Tasks

HR Administration: Responsible for HR administration
Document Management: Review, update, and maintain proper filing of staff profiles
Letter Drafting: Assist in drafting promotion letters, reference letters, and labor contracts
Labor Law Compliance: Update the labor code or related laws and apply them to the company rules
Manpower Planning: Liaise with management on manpower planning and the recruitment process
HR System Development: Assist in the development and implementation of HR systems, policies, and procedures
Job Advertising: Liaise with advertising agents on recruitment advertisements
Candidate Recruitment: Source, screen, interview, evaluate, and follow up with candidates, primarily software engineers
Candidate Rejection: Prepare letters of rejection for unsuccessful candidates

68. HR Executive Accountabilities

Newcomer Onboarding: Welcoming and introducing the newcomers, helping them to conform to the company’s culture
Probation Follow-up: Follow up probation evaluation and arrange labor contract signing
Employee Relations: Attend to employees’ grievances and complaints, provide guidance if necessary
Benefits Policy Support: Assist in the development and implementation of remuneration and benefits policies
Staff Engagement: Initiate and organize internal social activities for staff, and act as a link between management and staff
Orientation Delivery: Conduct orientation programs for new employees
Training Coordination: Coordinate and liaise with external consultants on employees’ training needs and arrange training schedules for employees
Training Evaluation: Evaluate the effectiveness of the respective training programs by obtaining feedback from employees

69. HR Executive Duties and Responsibilities

HR Operations Management: Manage daily HR operations for head office business units- size 80-150 staff
Contract Monitoring: Follow up and monitor staff probation/labor contract due dates to ensure proper arrangement before the expiry date required by law
Performance Appraisal Tracking: Liaise with Managers to ensure performance appraisals are fully collected by the required timeline
Document Preparation: Prepare all HR legal documents such as staff confirmation letters, labor contracts, appendices to labor contracts, job transfer decisions, etc.
Exit Management: Arrange termination documents, calculate final payments for leavers, send notice of leaver, and manage the whole exit procedure
Attendance Monitoring: Monitor staff daily attendance records, control and record all leave types properly
Leave Coordination: Liaise with related Managers to reconfirm their team’s attendance and leave records
Leave Balance Control: Manage leave balances and control data on the leave system
System Issue Resolution: Identify system errors and liaise with the regional project team to get them fixed

70. HR Executive Roles

Data Update Control: Joiner-leaver data update and control on the master file manually
Staff Relations: Handle staff relations, daily engage with staff onsite, facility managers for staff performance, their desires, site transfer arrangements with suitable vacancies
Policy Implementation: Assisting Managers to understand and implement policies and procedures
Policy Development: Assist to develop and implement company policies, staff handbooks, working procedures, etc.
Work Permit Processing: Obtain work permits and necessary arrangements for expatriate employees required by the laws
Profile Management: Prepare and handle filing for staff profiles for both new joiners and leavers
Master Data Management: Manage the personnel master data for all employees within the business units by both manual and HR system, ensure data accuracy
Payroll Data Update: Update monthly payroll data for new joiners, leavers, and any cases with a change of salary in order to provide to the payroll vendor
Attendance Tracking: Collect attendance records from staff on site, handle OT checks and calculations to input data on the master file for payroll processing
Payroll Management: Manage the monthly payroll process, work closely with the payroll outsourcing vendor and the regional HR team on the payroll, ensure accuracy and strict timeline
Benefits Coordination: Assist related staff benefits events like health check-ups, staff engagement events/activities

71. HR Executive Responsibilities

Training Strategy: Drive annual training and engagement plan from training needs analysis, budget allocation, and result evaluation
Learning Development: Build and develop a training hub, learning activities via online or offline training, set up internal courses, audio-visual materials, instructor guides, and lesson plans
Program Oversight: Oversee the development and implementation of learning programs
Employee Engagement: Plan and implement engagement activities that promote well-being and encourage the motivation and engagement of employees
HR Communication: Take charge of the design, delivery, and management of HR communications
People Practices: Plan and support the delivery of people practices, including talent assessment, talent pipelines, performance management, culture development, and employer branding
Organizational Design: Support to build an organizational structure
OD Solutions: Partner with multiple stakeholders to develop and deliver innovative organizational development solutions that support succession planning, workforce tracking, and high-performance teams
Competency Framework: Provide support to build a competency framework project
Recruitment Support: Support HRBP in recruitment and expatriate-related issues for the entire employment lifecycle
Compliance Oversight: Actively take the role of an HR gatekeeper for Safeguarding compliance and issues by controlling and tracking systems, reports, and data

72. HR Executive Essential Functions

Payroll Processing: Responsible for the timely processing of staff payroll as well as the follow-up of payroll reports and CPF submissions
Work Pass Handling: Process of foreign work passes application, renewal, and cancellation
Insurance Claims: Process staff insurance claims (submission, filing, and follow-up)
Site Payroll: Prepare and process monthly payroll for site supervisors and workers
HR Project Support: Assist the HR manager in the management of performance management, payroll, recruitment and selection, administrative audits, employee benefits, employee relations and well-being, learning and development, and other HR-related projects
Talent Acquisition: Assist in hiring talented employees into the organization
Training Budget Review: Screen training requests for proper utilization of the training budget

73. HR Executive Duties and Roles

Training Needs Analysis: Identify training needs and work with stakeholders and line managers to propose solutions to close competency gaps
Vendor Coordination: Source and work with training providers to conduct courses both internally and externally
Course Scheduling: Organize training courses to be conducted in-house and schedule for the targeted participants
Compliance Training: Work with the safety officer to ensure that the relevant staff meet mandatory training requirements set out by MOM
Onboarding Programs: Develop, conceptualize, and conduct programs for new hires
Training Roadmap: Design, plan, and manage training roadmaps with training calendars
Grant Management: Claim training grants and absentee payroll with the respective government agencies (BCA, SkillsFuture SG)
Policy Development: Establish policies, procedures, and tools for training, internship, and scholarship programs
Health Program Claims: Follow up on claims for health and wellness programs in a prompt manner

74. HR Executive General Responsibilities

Turnover Analysis: Work with the HR team to address turnover and understand the reasons for leaving
Process Improvement: Continuously review HR systems and processes, ensuring they remain fit for purpose and are relevant/up to date
Labor Law Compliance: Keeping abreast with UAE and KSA Labour Law
HRIS & Visa Processing: Ensure that the HR Coordinator processes visas, HRIS entries, visa renewals, etc. in a timely manner
Employee Lifecycle: Enhance and manage the onboarding process, probationary reviews, performance management, training, and employee relations
Workplace Well-being: Champion well-being at the workplace by identifying different providers and arranging events to create awareness
Contract Preparation: Draft employee contracts in English and Arabic for permanent staff, freelance agreements for temporary staff, and process salary/employment letters, probationary completion letters, and promotion letters
HR Reporting: Produce timely and accurate management information on starters, leavers, employees completing probation, and visas/labor cards due for renewal in the UAE and Saudi Arabia
Exit Management: Manage the exit process, including calculating settlements and conducting exit interviews
Payroll Support: Manage monthly payroll and give timely inputs to the payroll team for the Middle East

75. Retail HR Executive Responsibilities

Business Partnering: Act as a Business Partner for the field force
HR Plan Delivery: Take an active part in delivering the Human Resources elements required of the business plan
Talent Development: Support HR Manager in creating HR systems and developing and executing initiatives to attract, develop, and retain talent to achieve business objectives
Recruitment Management: Responsible for recruitment and staffing needs
Workforce Planning: Ensure appropriate staffing and the required skills for the Field Staff
Operational Effectiveness: Manage operational effectiveness
HR Advisory: Share knowledge and act as an advisor to all levels of employees in the Field together with the Retail HRM
Internal Communication: Take part in internal communications on HR-related issues and processes
HR Reporting: Prepares/shares HR-related monthly/yearly reports with brands/departments and the Region
Policy Compliance: Support HRM in compliance with internal policies and procedures pertaining to all personnel matters
Process Improvement: Improve business processes

76. HR Executive Key Accountabilities

Policy Review: Review and update HR policies and practices
Global Project Execution: Take part in implementing and executing global initiatives and projects such as SMI, HR Transformation, and other upcoming projects
Succession Planning: Work with Sales Directors and field management to foster a cross-brand collaborative approach to succession planning in line with retail talent planning initiatives to achieve internal promotion, planning depth pipeline, cost-to-hire, and time-to-hire metrics
Employee Relations: Ensure a consistent and pragmatic approach to all employee relations issues with a focus on commercial solutions as well as employee advocacy
Handbook Management: Ensure that the corporate and retail handbooks are up to date
Team Leadership: Lead and develop the team of Retail HR Partners to ensure the timely and effective management of all employee relations issues
Manager Development: Review opportunities to up-skill field managers to drive employee performance through situational leadership and goal setting by working in partnership with Learning and Development
Dispute Resolution: Work effectively with Retail Partners to resolve any complex employee relations disputes
HR Analytics: Use of analytics to drive successful business outcomes
Cross-functional Projects: Involved in projects that affect other areas of the business
Coverage Support: Prepare to cover colleagues in other areas

77. HR Executive Roles and Details

Employee Lifecycle Support: Assist in arranging interviews, onboarding, in-service support, and exit management of employees
Timesheet Checking: Responsible for collating and checking the timesheet of shift staff
Training Coordination: Responsible for sourcing relevant training courses for staff, coordinating and administering training activities
KPI Tracking: Track training hours against KPIs and include in management reporting
Orientation Updates: Update of orientation slides with new info from the Group
Staff Engagement: Assist in wellness events and staff engagement activities
Policy Advisory: Advise employees with regard to company policy, benefits and welfare programs, and company processes
Regulatory Liaison: Handle all dealings with Malaysian authorities and translate any official government release to English to update the Group
Office Administration: Handle all office admin matters, inclusive of purchasing stationery, pantry and telecommunication items, liaising with various vendors for any issues and contract renewal

78. HR Executive Roles

Gift Arrangement: Arrange for fruit baskets, wreaths, baby gifts for occasions, and submit gift declarations
Work Tracking: Handle work arrangement tracking, including PPE stock checking and mask distribution
HR Admin Support: Provide any HR admin support to Group HR and any ad-hoc tasks to the Centre Management Office
IT Assistance: Assist employees in all IT-related matters
Budget Tracking: Assist in the annual budgeting exercise and track monthly expenses versus the budget
Cash Reporting: Prepare daily cash report and bank-in daily cash or cheque
Front Desk Support: Cover front desk reception duties such as handling incoming calls and attending to visitors, distributing incoming mail and dispatching outgoing mail
Workplace Cleanliness: Improve and maintain a safe and clean environment, and educate staff to keep the office clean and tidy
Meeting Documentation: Prepare monthly MOD and weekly minutes

79. HR Executive Tasks

Workforce Administration: Responsible for workforce administration
Operational Oversight: Oversee and ensure operational efficiency, accuracy, and timeliness in managing workforce admin matters, including but not limited to bulk payments (e.g., bonuses, annual wage supplement, salary adjustments), contract renewals, promotions, appointments, staff departures/clearances, leave quota and adjustment
Regulatory Compliance: Keep abreast of local regulations, company policies, and union collective agreements and ensure compliance in workforce and work pass administration
Process Improvement: Review processes with cycle time improvements to improve productivity and staff experience
System Testing: Manage User Acceptance Testing (UAT) of HR system enhancements due to new or policy/process changes
Data Reporting: Perform statistical analysis and reporting for senior management and local government agencies
Staff Service Delivery: One-stop service for staff and line departments
Case Management: Effectively manage queries and requests from department heads and staff through 1HR Service Centre, including progressive improvement of internal chatbot and case management system, and review of escalated cases
Team Leadership: Manage a team of Employee Support Specialists to deliver pre-set service level agreements (SLAs) and continuously improve staff experience
Business Partnering: Provide business partnering support to line divisions and union leadership
System Transition: Transition to new HR system
Process Re-design: Review and re-design business processes to automate, simplify, and digitalize tasks for productivity improvement and enhanced staff experience
System Integration: Integrate and transition seamlessly from the existing to the new HR system, including change management and cross-training of direct reports

80. HR Executive Overview

HR Admin Support: Responsible for providing HR administrative support on a day-to-day basis across recruitment, induction, remuneration, HR policies and procedures
Work Permit Assistance: Assist candidates in obtaining their work permit and residence card
Onboarding & Offboarding: Assist in the full onboarding and offboarding process, including the administrative requirements
Contract Drafting: Responsible for drafting contracts and agreements that are deemed necessary by the Company
File Maintenance: Ensure that the employee's personal files are duly updated
HR Reporting: Issue of HR-related reports
Employment Law Contact: Contact in relation to Employment Law
Employee Advisory: Contact for all employees and management, guiding and advising both sides of the spectrum
Recruitment Coordination: Liaise with the heads of departments and with recruitment agencies for the recruitment process and provide aid and support during the selection
Job Posting: Posting job adverts and organizing CVs and job applications
Candidate Interviewing: Interview candidates face-to-face and/or through telephone/online and support recruitment for different departments within the Company
Interview Scheduling: Organizing and scheduling interviews with all parties in a timely manner
Recruitment Updates: Provide the required feedback/updates to candidates and management on their application throughout the process
Training Coordination: Coordinate training and continuous staff development
HR Strategy Support: Contribute to the development of HR Department goals, objectives, and systems

81. HR Executive Accountabilities

Office Coordination: Coordinate office activities and operations to secure efficiency
Policy Documentation: Assist in creating policies, processes, and documents in compliance with company policies
Independent Work: Work autonomously and remain calm under pressure
Team Supervision: Supervise administrative staff and divide responsibilities to ensure performance
Executive Support: Manage agendas, travel arrangements, and appointments for the upper management
Communication Handling: Manage phone calls and correspondence
Finance Support: Support budgeting and bookkeeping procedures, payroll, and petty cash
Data Management: Create and update records and databases with personnel, financial, and other data
Supply Management: Track stocks of office supplies and place orders
Report Preparation: Submit timely reports and prepare presentations or proposals

82. HR Executive Details and Accountabilities

DE&I Strategy: Partner with key stakeholders to develop and drive the execution of a comprehensive DE&I strategic plan focused on achieving higher diversity representation, developing inclusive leaders, and creating an inclusive environment
Training Development: Implement meaningful, relevant employee and manager training and development activities that link to company goals and objectives
Employee Engagement: Deliver programs, solutions, and connections to enable a more engaged workforce, better reflect the markets served, and support leaders and employees to leverage DE&I to create an inclusive workplace
Change Management: Review current human resources systems and facilitate implementation of appropriate change management initiatives
Talent Analytics: Work closely with internal partners (HRBP/Talent Management, Talent Acquisition) to analyze, evaluate, and report on DE&I in talent programs and processes
Strategic Alignment: Provide analysis and recommendations that align with the company's cultural beliefs and leadership behaviors
Diversity Recruitment: In partnership with the Talent Acquisition team, develop and cultivate external partnerships with colleges, professional associations, and local organizations to attract culturally diverse talent
Performance Management: Work to implement performance management strategies and promote feedback between managers and employees
Human Capital Strategy: Oversee the goal of establishing the organization's human capital as a critical component in accomplishing business goals
Org Structure Planning: Propose changes to the organizational structure to leverage talent and provide development opportunities to key leaders in the organization
Goal Evaluation: Assist in evaluations of reports, processes, and results of the company related to established goals
Stakeholder Engagement: Participate in regular meetings with key stakeholders to review progress, resolve issues, and identify challenges
Policy Improvement: Recommend new practices, policies, and procedures to provide continuous improvement

Relevant Information

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