Key Responsibilities 1. HR Business Partner & Operations • Manage the end-to-end employee lifecycle, including onboarding, probation management, employee development, career progression, transfers, promotions, and separation processes. • Ensure effective implementation and compliance with HR policies, procedures, and governance frameworks across the organisation. • Oversee daily HR operations and ensure smooth execution of all people-related processes. • Drive continuous improvement, automation, and digitisation of HR processes to enhance operational efficiency and employee experience. • Design, review, and optimise HR systems, workflows, policies, and practices aligned with business needs. • Act as a trusted HR Business Partner and primary point of contact for employees and managers on HR-related matters. • Provide guidance to managers on employee relations, performance concerns, workplace issues, and people management challenges. • Manage organisation-wide HR communication initiatives and ensure timely dissemination of key policy updates and employee engagement initiatives. • Ensure accurate maintenance of employee records and compliance with statutory and corporate requirements. 2. Employee Engagement & Culture Building • Develop and implement employee engagement strategies to foster a high-performance and inclusive work culture. • Design and execute employee engagement initiatives, wellness programs, cultural events, and team-building activities. • Conduct employee feedback surveys, engagement assessments, and focus group discussions to identify improvement opportunities. • Collaborate with business leaders to strengthen employee morale, enhance workplace experience, and improve employee retention. • Drive initiatives that promote diversity, inclusion, collaboration, and a strong sense of belonging across the organisation. • Monitor employee engagement metrics and recommend action plans to improve overall employee satisfaction and workplace culture. • Support employee connect initiatives, grievance resolution, and communication forums to strengthen employee relationships and ensure timely resolution of workplace concerns. 3. PMS, Reward & Recognition • Facilitate goal setting, performance planning, mid-year reviews, and annual appraisals in alignment with business objectives. • Analyse the effectiveness of reward and recognition initiatives and recommend enhancements to improve employee motivation and engagement. • Support compensation-related activities, including annual reviews, incentive programs, and market benchmarking exercises. • Promote a culture of appreciation by driving both formal and informal recognition practices.