Description
Responsibilities
The HR Supervisor shall assist to plan and implement effective human resource policies, procedures, processes, and employee engagement programs that will support the realization of the corporate strategy. The HR Supervisor shall also maintain good communication and positive relationships with employees to attend to their HR needs and promote employee satisfaction.
Specific responsibilities shall include the following:
Compensation and Benefits:
Plan and direct programs relating to compensation and benefits, including policies, objectives, initiatives and the overall design, implementation, communication, and administration of these programs.
Ensure timely and effective administration of monthly payroll and statutory remittances – Pensions, Taxes (where required) and Pensions.
Ensure accurate and timely payment of quarterly Sales Commissions.
Ensure effective HMO administration, leave administration, exit management, preparation of exit letters, computation and payment of exit benefits.
Evaluate competitiveness of present programs through research, surveys and trend analysis leading to appropriate recommendations.
Champion the consistent administration of the Company’s compensation and benefit programs in compliance with approved company policies and governmental regulations.
Employee Engagement:
Assist with the development and implementation of HR practices which encourage employee engagement and involvement.
Research on current HR trends and practices in employee engagement and distill key learnings for MainOne.
Uses surveys, interviews, and other studies to conduct research regarding human resource policies, compensation, and other employment issues. After analyzing the information, makes recommendations on changes.
Assist to articulate and develop HR policies to ensure they are relevant, responsive, up-to-date, and properly understood organization wide.
Ensure that HR policies, practices, and procedures are properly and consistently administered and lead to fair and consistent treatment of employees.
Administer efficient working of all team member services and develop effective programs for all employee programs and manage all communication, including the TERRIFIC newsletter, with employees in compliance with all policies.
Assist with the development and implementation of HR practices which encourage employee engagement and involvement.
Provide key HR operational information to facilitate informed strategic decision making and control.
Assist to articulate and develop HR policies to ensure they are relevant, responsive, up-to-date, and properly understood organization wide.
Ensure that HR policies, practices, and procedures are properly and consistently administered and lead to fair and consistent treatment of employees.
Provide technical support to all internal and external programs and maintain effective professional relationships with all employees, develop and implement various personnel programs and recommend ways to reduce cost.
Participate in other HR initiatives as may be required.
Human Resource Information Systems (HRIS):
Direct the maintenance of the Company’s HRIS, Human Manager, and fully utilize it to the Company’s advantage.
Assist to coordinate the development and maintenance of specialized human resource information and measurement/reporting systems
Ensure the effective management of the company’s Human Resources Information System.
Maintain employee-related databases and ensure accessibility of all required employee information.
Prepare and analyze reports necessary to carry out the functions of the department and the Company.
Prepare periodic reports for management as required.
HR Analytics Reporting and Special Projects:
Provide Workplace analytics reporting.
Track and provide monthly/quarterly report on employee attrition
Research on current trends and practices in HR analytics.
Provide recommendations on relevant HR analytics to aid management decision making.
Develop relevant HR analytics templates and reports as required.
Research on and make appropriate recommendations for HR special projects.
Qualifications, Skills & Competencies
Qualifications:
Bachelor's degree in a relevant discipline
Membership of a relevant professional body will be an added advantage
At least 7 year of relevant experience in in HR management
Skills and Competencies:
Analytical and problem-solving skills
Excellent Communication skills – written, oral and presentation.
Interpersonal and teamworking skills
Prioritization and time management skills to manage multiple conflicting activities and accomplish the desired end results within stipulated timelines.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Thorough understanding of compensation administration.
Change management skills
Research skills
Proficiency in MS Office
Demands of the Job
Constant awareness of sensitivity and confidentiality involved in the function.
High level of initiative and creativity in discharging assigned tasks.
Ability and willingness to work long hours and meet tight deadlines when required.
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Responsibilities
HR Intern (Recruitment and Performance Management)
The HR Intern (Recruitment and Selection) will provide administrative support for Main One’s recruitment activities facilitating the timely placement of the right candidates with the company. The HR Intern will also support the performance management function.
Specific responsibilities shall include the following:
Recruitment and Selection:
Support hiring units to make requisitions on the Company’s Recruitment Portal.
Ensure all assigned roles have a detailed JD.
Post internal and external vacancies .
Source for potential candidates for assigned cadres through online channels (e.g. social platforms)
Maintain an unsolicited CVs database by reviewing weekly the general HR mailboxes for unsolicited applications and CVs, screening and sorting suitable CVs for further review.
Conduct initial CV sifts and shortlist candidates for assigned grade levels.
Conduct first level telephone interviews to screen candidates when required.
Shortlist and summarize CVs for easier evaluation before sending to hiring departmental heads.
Administer psychometric tests or similar tests that assess the applicant’s personality fit for all sales candidates.
Coordinate assessment tests and interview sessions for successful candidates.
Compile test scores/results and upload assessment scripts on the recruitment portal.
Coordinate interview sessions for successful candidates.
Provide feedback to candidates within the stipulated process turnaround time.
Maintain a talent and succession database to create a pipeline for all roles across the company’s functions/departments, especially hard to fill/ critical roles.
Draft employment contracts for assigned levels.
Obtain and assess credentials of candidates.
Support the coordination of the new hire orientation and onboarding process
Carry out a quarterly update of the talent database, for hard to fill/ critical roles across the company’s functions/departments.
Track recruitment statistics and generate weekly, monthly, and quarterly reports for assigned roles.
Performance Management:
Manage and track the receipts of references for confirmation purposes.
Follow up with line managers to retrieve probationary reports on employees due for confirmation.
Prepare letters of confirmation monthly for approved confirmed employees.
Manage the performance management cycle for junior employees (interns and service assistants).
Track performance management outcomes for the assigned cadre and ensure they are implemented.
Ad-hoc Tasks:
Provide support for HR Special Projects including conducting research as required.
Complete other ad-hoc tasks that may be assigned.
HR Intern (Learning and Development)
The HR Intern (Learning and Development) will provide administrative support for MainOne’s Learning and Development function facilitating a smooth implementation of the company’s training plan to maintain a skilled and productive workforce.
Specific responsibilities include:
Learning and Development:
Coordinate learning and development programs for employees
Conduct post training evaluation analysis.
Support the implementation of approved trainings, learning and development plans, for employees and teams.
Research for and/or develop training materials for in-house courses as required.
Support in the delivery of learning and development programs as required.
Assign licenses to employees to access courses on the learning hub
Tracking of training completion
Maintenance of a Knowledge Management/Sharing Database
Provide administrative support for ITF submissions
Attend to all training related enquiries from employees
Keep up to date with developments in learning and development.
Ad-hoc Tasks:
Provide support on HR Special Projects including conducting research as required.
Complete other ad-hoc tasks that may be assigned.
Qualifications, Skills & Competencies
Qualifications:
Bachelor's Degree in a relevant field of social science or Humanities.
At least 1 year of relevant experience is required.
Skills and Competencies:
Analytical and problem-solving skills
Excellent Communication skills – written, oral and presentation.
Interpersonal and teamworking skills
Prioritization and time management skills to manage multiple conflicting activities and accomplish the desired end results within stipulated timelines.
Interviewing Skills
Research Skills
Proficiency in MS Office especially MS Excel, Word, and PowerPoint.
Demands of the Job:
Constant awareness of sensitivity and confidentiality involved in the function.
Ability to follow instructions closely to meet set milestones and deliver on time.
High-level of initiative and creativity in discharging assigned tasks.
Attention to detail while working in a fast-paced environment.
Ability and willingness to work long hours and meet tight deadlines when required.
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Responsibilities
The Data Center Service Engineer will assume ownership of the Data Centre space and liaise with the Data Centre Service Coordinator and Service Delivery Manager to ensure consistent customer experience.
Other Responsibilities will include;
Work with the Service Coordination team and liaising with Technical Sales, DC Product specialists and the DC operations team to ensure that the right technical solutions are designed for the customer.
Work with the team in the entire cycle of customer on-boarding process and ensuring that detailed and realistic project implementation plans are developed for the customer onboarding.
Builds and sustains effective communications with all stakeholders and across functional teams to maximize the customer experience
Proactively identifies potential issues and drives solution to avoid customer impact and facilitate continuous improvements.
Qualifications, Skills & Competencies
Bachelor's Degree in Computer Sciences, Information Management or related engineering field is preferred
2 years’ experience in the data centre or IT Facility operations
Excellent verbal and written communications skills
Basic understanding of Data Centre facilities such as UPS, HVAC, BMS, Access control, and surveillance systems.
Demands of the Job:
Regular interaction with customers or other stakeholders.
Ability and willingness to work extra hours when required.
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