Total 4 job vacancies by Sika AG

We Are Hiring a Human Resources Manager for Sika Singapore located at the West Region of Singapore, Tuas South.

• Develop and implement HR strategies and initiatives aligned with the overall business strategies.
• Encompasses all aspects of HR activities, including recruitment, talent management/review, compensation and benefits, payroll, and training. It includes overseeing administrative areas such as office management, facilities management, and policy development.
• Maintain management guidelines by preparing, updating, and recommending human-resources policies and procedures.

RESPONSIBILITIES:

HR Business Partnering

1. Partner with the management to ensure strategic HR goals are aligned with the business initiatives.
2. Partner with the management to facilitate the annual HR cycle such as performance review, talent management/review, annual increment etc.
3. Provide expert advice and support to the leadership and management team on full spectrum of employment related matters, consulting/advisory as necessary.

Recruitment and Retention

1. Develop and execute recruitment strategies for leadership role, white and blue collars role.
2. Manage the recruitment process, including recruitment, interviewing, hiring and onboarding.
3. Design and implement employee retention strategies.

Compensation and Benefits

1. Create a compensation strategy for all employees based on market research and pay surveys; keeps the strategy up to date.
2. Ensure a robust internal and external benchmarking processes is followed in all compensation and benefit related activities.
3. Build local knowledge in the reward/benefit processes.
4. Review and keep up to date with external trends to ensure the Company compensation package stays competitive in the market.
5. Facilitate job analysis and work with the management to update job descriptions.
6. Manage benefits vendors. Review and negotiate on insurance renewal.

Talent Development/Management

1. Spearhead talent development and management cycle. Monitor and track on retention of key talents.
2. Spearhead the induction program of new joiners, fostering team coordination and retaining the current workforce.
3. Create and manage a performance appraisal system that drives effective development.
4. Spearhead the annual appraisal system and execution is within stipulated timeline.
5. Assess training needs to apply and monitor training programs.
6. Partnering with people leaders to evaluate the need for employee training and development that support the overall business strategy.

Change Management

1. Be a change champion – utilize and drive change management tools.
2. Coach management on how to lead and direct change.
3. Manage and support change programs.

Organization Design

1. Stay abreast of any changes in strategy, legislation, market, and business model that could impact on organizational structures.
2. Facilitate processes to drive structural changes where required.
3. Analyse structures and make recommendation for enhancement from an effectiveness, efficiency and alignment point of view.
4. Identify critical positions within structures.
5. Drive standardization and consistency of structures and jobs.
6. Ensure competency requirements are aligned to competency framework.

Compliance and Record Keeping

1. Ensure all Company HR policies and procedures are applied consistently.
2. Review and maintain Employee Handbook.

Employee Relations

1. Bridge management and employee relations by addressing demands, grievances, or other issues.
2. Investigate employee relations issues and work to ensure human resources related decisions are consistent and fair.

Payroll

1. Oversee monthly payroll process and personal income tax matters ensuring accuracy and compliance with labour laws.

Others

1. Oversees overall administrative activities, such as office and facilities management.
2. Other ad-hoc duties as assigned.

Role & responsibilities

• End to end recruitment.
• Sourcing of Candidates.
• Understanding the needs of the stakeholders and scheduling the interviews.
• Preparing offers and offer discussions.
• Analytics and sharing the dashboard with Business Leaders.

Job Overview: As an HR Project Management Specialist, you will play a key role in supporting HR projects (including, but not limited to, all-employee meetings, engagement survey, digitalization of HR processes, and intra-group merger) and providing support to the Head of HR and other HR leaders. The ideal candidate will be bilingual (Japanese and English - business level), proactive, digitally savvy, and capable of handling multiple tasks simultaneously.

Responsibilities:

• HRIS Management
• Ensure all organizational moves are captured in the various HR systems
• Maintain data accuracy in a timely manner
• Digitalize HR-related processes
• HR Communication
• Facilitate effective communication between the HR team and other departments.
• Updating information on the communication portal
• Communication material for all employees
• Translation
• Presentations
• Project Management
• Prepare and maintain project documentation, including meeting minutes, reports, and project plans.
• Assist in the planning, coordination, and execution of various HR projects in collaboration with the Head of HR and HR Total Rewards & HRIS Manager.
• Data analysis and reporting
• Analyze various HR statistics and trends to support HR strategies and decision making processes
• Issue reports (headcount, overtime, etc.) for Management, APAC Region and Corporate stakeholders
• Support annual compensation processes, such as merit increase, bonus calculation, and promotions.
• International Mobility support
• Support cross-regional employee moves from and to Japan
• Event coordination and other HR support tasks
• Act as a key member for all employee events relevant to HR
• Plan annual meetings
• Visitor care
• Other administrative tasks such as calendar management, travel arrangements and expense reports

Position Summary

An HR Business Partner is a professional who provides HR guidance, analyzes metrics, resolves employee relations issues, and works with management to improve work relationships and productivity. They act as consultants, aligning HR practices with business goals.

Main function/responsibility/competencies

Organizational Effectiveness and Workforce Planning

• Partner with Plant Managers and their direct reports to define short-term and long-term organization development requirements (workforce planning, culture).
• Promote successful execution of new initiatives, including the rollout of business projects focused on organizational and cultural change.
• Partner with global HR colleagues, COEs, HR Services, and business leaders to create focus on team goals, including delivery of organizational effectiveness and workforce planning.
• Provide project management within organization and workforce planning.
• In partnership with site leadership team, sets talent management agenda to increase productivity and cost savings through workforce optimization.
• Lead the workforce and talent plan across assigned manufacturing sites.

Demonstrate Functional Expertise

• Partner with leaders to retain talent.
• Advise and assist Plant Leadership, and other appropriate leaders regarding employee performance issues and actions required for improvement.
• Understand the business environment and plans ( climate, growth, new products, technologies.…) and the impact on immediate and longer-term talent needs.
• Ensure capability for the site(s) and the development of leadership competency within Manufacturing Operations.

Work Environment

• Partner with leaders to create a culture of inclusion where all employees feel valued and see Sika Japan as a place where they can do their best work.
• Understand factory compensation, working hours and conditions as levers for engagement, retention, and productivity
• Help to promote a positive and engaging work environment by creating open communications and engage with Culture of Inclusion on Diversity and Inclusion priorities.