Job Description

This position is primarily responsible:

. To support the delivery of an effective, expert, customer-focused HR service through associating products and processes within individual locations, while maintaining harmony with the overall HR Asia strategy.

. To be responsible for all local HR operational processes, infrastructure and databases, while ensuring that appropriate controls are devised and implemented to ensure data/document accuracy and integrity.

. To ensure the effective delivery of accurate, timely payroll and HR administrative services.

. To assume the role of a local HR knowledge expert on local employment regulations, tax systems, social security requirements and market trends, while maintaining close collaborations with regional centers of expertise and business partners.

. To design, improve and document department specific workflow processes at the local and/or regional level, and at best, leveraging on Team Excellence methodologies and instruments.

Key activities:
Activities are differentiated based on the experience level necessary for the associated position. Employee(s), where mentioned refers to all categories of personnel being engaged in the company including but not limited to interns, contractors, trainees and FTEs. Activities are primarily location-specific and include, but not limited to:

Payroll Management:

Execute payroll cycles for all relevant local and foreign employees including the processing of tax payments and social contributions.

HRIS / Employee Data Management:

Maintain and upkeep the data and documentation of employees through existing HR systems.

Employee Documentation:

Production of contractual documents for all associated HR products and processes for employees at the local level.

Management Information Systems/Reporting:

Provide accurate and timely reporting on relevant aspects of the employee life cycle including but not limited to headcount, synergy, SPOT, learning and development, MTA fulfillment, Management Dialogue deck and any other reports as required by Management Advisors and/or other external stakeholders (e.g. Finance / Compliance). Report generation would also comprise the collation of data for submission to external regulators and survey providers.

On-boarding / Off-boarding Process:

Manage the end-to-end process of on-boarding (off-boarding) a new local/foreign employee joining (leaving) the branch to ensure a holistic process for the employee and relevant stakeholders. Activities will include the necessary documentation procedures (e.g. work permits/passes), background checks etc.

Employee Relations:

Represent local HR as the single point of contact for general employee enquiries on matters pertaining to HR by manning the HR general helpline or email and offering timely response/assistance in accordance with defined service level agreements.

Vendor Management:

To engage external vendors closely and effectively with external vendors during daily operations to uphold the efficiency of all associated processes, while maintaining the integrity of cost incurrence through the processing of invoices for services engaged. Where necessary, to escalate service latencies and failures to mitigate risks of process breakdowns.

Benefits Management:

Administer activities associated with employee benefits, where relevant the maintenance of systems in collaboration with outsourced vendors.

Learning & Development Administration:

Manage the processing of training activities for local employees including but not limited to invoice processing, government subsidy applications, maintenance of training schedules/databases, bonds issuance etc.

Recruitment:

Manage activities associated with recruitment, particularly that of job postings (internal/external).

Management/Guidance/Representation:

Provide informal guidance to junior employees, particularly in the area of local legislation and market trends.

Business Continuity Management:

Support fellow HR Operations team members during respective absences.

Process Developments / Project Participation:

Constantly review, redesign and document existing or new processes within GM-HR either at the local or regional level to ensure that HR activities are low risk and compliant with the appropriate laws, regulation (internal & external) and process requirements in a timely and cost-effective fashion.
Participate in regional and/or local projects as part of the overall development strategy of HR Asia.

Formal education:

Qualifications are differentiated based on the experience level necessary for the associated position (as indicated in the ComMap Level prefix for each bullet point):
A diploma holder or at least 3 years of relevant working experience in areas of Human Resource Management.

Specialist knowledge (work experience, further qualification):

Prior experience in the financial industry preferred.
Experienced with payroll management.
Reasonable knowledge of local employment legislations.
Proficiency in MS Office (Excel, Word, Powerpoint, Outlook).
Knowledge of SAP SuccessFactors and other HR systems is advantageous.
Exercise integrity and secrecy in a highly confidential environment.
Conscious of and comfortable in a diverse employee demography.
Strong organization and interpersonal skills as a team player.
Good communication skills to be able to deal effectively and appropriately with staff at all levels of seniority on a wide range of topics and with the Regional Functional Lead and other colleagues across the region and in Germany.