Strategic purpose of the position:

Serves as a consultant & interface on human resources related matters and acts as a change agent, developing & delivering people management solutions for the designated business units while reflecting the business objectives of the Company.
Job responsibilities:

Recruitment

1. Facilitate in the recruitment of the right talent for the designated business units.
2. Establish the right competencies and requirements for the role with the hiring manager, aligned to business needs and structure.
3. Facilitate in the development and regular reviews of job descriptions/role profiles

Performance Management

1. Partner with the designated business units to drive a performance based culture through performance management processes and rewards.
2. Provide advisory to, support and coach people managers to manage employee relations issues using Company policies, procedures and best practices:
3. Equip people managers with the tools and knowledge to effectively manage their employees such as performance management, absence management, career management, etc
4. Handle and/or facilitate employee issues i.e. counselling, grievance handling, investigations and inquiries in consultation
with the legal counsel or labour officer
5. Drive the performance appraisal/review process for the designated business units:
6. Ensure compliance with the timetable and deadlines
7. Ensure consistency of quality in appraisal documentation
8. Drive and support people managers in the salary review process & People Board:
9. Educate people managers on salary benchmarking
10. Ensure salary reviews are completed on time and within budget and is consistent across business units

Learning & Development (L&D)

1. Delivery of L&D solutions and activities which includes a blended approach to learning to build capabilities and n competencies that meet the needs of the business units.
2. Partner with L&D specialist to develop and facilitate programs and interventions which foster a high performance and continuous improvement culture:
3. Identify and assess the employees’ development needs and trends
4. Drive implementation of coaching, mentoring and secondment schemes to support employee development in line with their development needs and plans.

Talent Management

1. Drive the talent management and succession planning processes for the designated business unit
2. Drive the talent review and succession planning discussions
3. Manage the exit process for employees such as conducting exit interviews, etc.

Organizational Development (OD)

1. Provide advisory and support in change management, organizational effectiveness and performance issues and works in
partnership stakeholders on cultural development and change initiatives that address Company’s strategies and goals.
2. Facilitate restructuring and processes to meet the needs of the Company and drive employee satisfaction:
3. Conduct job evaluation and grading exercises
4. Develop and maintain up-to-date job descriptions

Center of Expertise

1. Drive employee engagement surveys and activities leading to a highly engaged and motivated organization
2. Plan and organize employees’ engagement programs for Brewery to boost motivation and engagement.
3. Conduct yearly Employee Engagement Survey for Brewery from end to end.

Budget

1. This role is accountable for the budget in the relevant area(s) of specialization under his/her scope.

Education
• Possesses at least a Bachelor Degree in Human Resource or equivalent.
Language
• Good command of both English and Myanmar, able to write reports and prepare presentations
Experience
• 8-10 years working experience in similar capacity, preferably with experience in multiple HR functions and/or a generalist role.
• Experience in a fast paced, complex, matrix environment.
• Ability to manage operational processes and be a strategic HR partner to the business at the same time.
• Customer service centric, good consultancy skills with demonstrated ability to communicate at all levels in the organization.