Job Description

Position Title: HR Assistant Manager, People & Operations

Department: Human Capital Management

Type of Employment: Full Time

Position Summary:

The HR Assistant Manager, People & Operations will support the Head of HCM to overseeing all HR operational functions, with a particular focus on managing payroll processing, benefits administration, recruitment, employee relations, compliance, and performance management. This role plays a crucial part in ensuring that HR processes are efficient, compliant with labor laws, and align with the goals of the advanced machinery manufacturing plant.

Key Responsibilities:

1. Payroll Management:

• End to End payroll preparation including shift, OT, bonus and allowances

• Ensure data integrity for HRIS updates and documentation filing

• Coordination with finance to reconcile payroll discrepancies and maintain accurate financial records.

• Payroll related inquiries and issues are to resolved promptly.

2. HR Operations & Administration:

• Oversee the day-to-day operations of the HCM department, ensuring smooth and efficient HR processes and systems.

• Oversee employee records, ensuring data accuracy and compliance with legal requirements for record-keeping.

• Supervise HR operations team to ensure HR policies and procedures are effectively implemented and adhered to.

• Execute , implement, and enforce HR policies, procedures, and programs that support plant operations and enhance employee performance and engagement.

3. Recruitment & On and Off Boarding:

• Partner with Talent Acquisition HRBP and Division manager to execute workforce planning, talent management, and succession planning.

• Lead recruitment operations for direct workers, including sourcing, interview coordination, and offer process

• Oversee the onboarding process for new hires, ensuring a smooth integration into the company and plant environment.

• Handle offboarding, including clearance, exit interviews, and statutory reporting for resignations, terminations, or retirement

4. Employee Relations & Engagement:

• Act as the main point of contact for employee relations, addressing concerns and resolving conflicts in a fair and consistent manner.

• Foster positive employee engagement by implementing initiatives aimed at improving morale, retention, and communication within the workforce.

• Conduct regular employee surveys and meetings to gain feedback on workplace issues and improve employee satisfaction.

5. Performance Management:

• Manage the performance appraisal process, ensuring performance reviews are conducted in a timely and effective manner.

• Work closely with plant management to develop and track employee development plans, coaching, and performance improvement programs.

• Ensure alignment between individual goals and plant objectives to improve productivity and workforce development.

6. Compensation & Benefits Administration:

• Support in the compensation programs, ensuring market competitiveness and alignment with company objectives.

• Administer medical benefits and insurance for direct workers, including claims processing and vendor liaison

7. HR Compliance & Legal Requirements:

• Ensure compliance with all statutory requirements, including wage and hour laws, work passes for foreign employment, safety regulations, and employee rights.

• Oversee timely and accurate filing of the necessary reports, including tax filings, labor compliance documentation, MOM Surveys, etc.

• Keep up-to-date with changes in labor legislation and industry regulations, ensuring the plant's HR practices remain compliant.

• Work with safety and operations teams to ensure HR policies align with workplace safety standards.

• Oversee workers' compensation claims and ensure employees receive the necessary support for health and safety matters.

8. Training & Development:

• Partner and support L&D HRBP to execute training programs aimed at improving skill gaps and improve of competency

• Coordinate mandatory safety training, technical training, and leadership development programs.

• Evaluate the effectiveness of training programs and make improvements to meet plant goals and employee needs.

9. HR Data & Reporting:

• Assist HR reports, including headcount, turnover, payroll summaries, benefits utilization, and other HR metrics.

• Use data insights to advise leadership on HR-related decision-making and provide recommendations for improvements.

• Oversee the monthly HR forecasts and budgeting, HR-related audit exercises.

Qualifications:

• Education: Bachelor's degree in Human Resources, Business Administration, or a related field.

• Experience: Minimum of 4-6 years of experience in HR operations, with at least 3 years in a managerial role. Prior experience in payroll management within a manufacturing or industrial setting is advantageous.

Skills:

• Strong knowledge of payroll processing, tax compliance, and compensation & benefits management.
• In-depth understanding of HR best practices, labor laws, and manufacturing- specific HR needs.
• Excellent communication, interpersonal, and conflict resolution skills.
• Strong attention to detail and organizational skills.
• Ability to manage confidential information with professionalism and integrity.

Key Competencies:

• Leadership: Ability to lead and manage a team effectively in a multi-cultured manufacturing environment.
• Problem Solving: Strong analytical skills and the ability to resolve complex HR issues.
• Compliance: Expertise in ensuring compliance with labor laws and regulatory standards.
• Data-Driven: Ability to leverage data and reporting tools to optimize HR operations and support decision-making.
• Collaboration: Ability to work cross-functionally with teams such as finance, safety, and plant management to align HR practices with operational goals.
• Flexibility: Willing to support and drive organizational changes.