I am a solid HRBP professional with 22 years of experience in full spectrum of HR including payroll and learning and development covering diversified industries like Fuel & Energy (Ampol Singapore) F&B (Crystal Jade), FMCG Retail (Dairy Farm), Hospitality (Furama Riverfront), Aviation (Goodrich) and Engineering (United Engineers) and with exposure to regional HR experience covering India, Philippines and Cambodia.
HR Generalist role to 65 supermarkets and overseeing 4 HR Executives.
Maintainig positive harmonious working relationship with the Union
· Act as a HR advisor to all Store Managers of 65 supermarkets and achieved the high compliance on HR practices
· Frequent communication to the Store Managers on HR updates and compliance
Contributed significantly in Recruitment Strategy to tackle the problem of high store staff turnover, job advertisement, recruitment at the MRT, recruitment roadshow at Community Centre, preparing flyers at housing board, walk in store recruitment
· Hiring of specialists for the Giant stores (butchers / bakers / fish cutters)
· Contributed to due diligence of a new supermarket takeover - MCP supermarkets
Reporting to the General Manager, Human Resources, main scope :
· Draw up Training Needs Analysis plan for all companies under the United Engineers group
· Training administration/Training reports, sourcing of institutes for training courses
· Coordinating In-House training courses
· Ensure training materials are properly documented according to ISO standards, producing orientation program for new employees
· Compiling regional month end manpower reports for all UE subsidiaries, which includes Middle East and Vietnam
· Training Administration, coordinating and arranging of in house and external training, select and liaise with training bodies with regards to training needs of employees
· Coordinating with schools/polytechnics -selection of students to be attached to the company
· Administration of medical insurance for employees
· Recruitment and selection of candidates, HR administration
· Conducting orientation for new employees, HRIS system training and Business Code of Conduct
· Computation of payroll for newcomers and resigned employees, overtime hours
· Maintaining the Kaizen HR requirement, re-create all P files for 250 employees
Handled full spectrum of HR and reporting to the HR Director with staff strength at 250.
Business Partnering
Talent Acquisition
Rewards
Employee Experience
Culture Transformation