R.E.A.L Education Group Sdn Bhd

HR Partner

Job Description

Position Summary

To support, administer and execute the Company’s HR strategy in compliance of the Group’s HR policies, service delivery targets, safe recruitment practices, engagement and retention strategies in alignment with the 5 Year Strategic plan. The HR Partner will administer a partnering role for the 3 REAL School entities and reports to the People Manager for REAL Schools, Human Capital Centre.

Key Responsibilities

  • End-to end administration of the entire HR life cycle & its processes
  • Acts as the HR operations administrator, emergency responder and employee mediator through sustained solutions
  • Updates, measures and monitors existing policies and procedures in alignment with the Human Capital Centre in HQ.
  • Actively creates, organises data and analytics in the continuous improvement cycle of a data driven HR strategy
  • Engagement of stakeholders at all levels and develop business acumen in education – key stakeholders are Campus Principals, Teachers and all levels of staff to support and drive HR initiatives by optimizing performance through people.
  • Prepare staff movement letters and track staff changes in alignment with HR Center of Expertise and Campus Principals.
  • Understands the school, employees, senior management team and applies the law, governance and compliance of HR best practices particularly in performance and compensation philosophies.
  • Hones excellent communication and influential skills, develop and create awareness of HR practices, meet service delivery targets.
  • Provides daily HR advice on HR policy guidance.
  • Analyses trends and metrics with the People Manager, Head of HR and the Campus Principals (e.g. Teaching hours, contact hours of teachers, Staff Health strength per school/centre, student enrolment numbers, profit and loss sheet of the school/centre)
  • Monitoring and reporting on workforce and administer succession planning templates.
  • Good turnaround time in recruitment, selection and closing of vacancies. Direct sourcing of candidates to fill vacancies for the school
  • On-boarding, off-boarding & conduct induction within the first week of the new staff’s start date
  • Tracks staff movements & establish good records management practices across all levels of employees.
  • Ensure Goal Setting is completed by all supervisors – monitor KPI form submissions, review quality of KPI and competencies.
  • Administer Performance Management and performance calibration with SBU CEOs and the Group CEO.
  • Administer SBU specific Learning & Development programs in consultation with the COE of L&D
  • Monitor and administer career progression for each staff in the SBU in partnership with the SBU leaders – ensure Managers are coached to lead dialogues with direct reports
  • Advise supervisors on performance of employees including PIP execution Prepare, administer reports & letters
  • Administer and engage supervisors on disciplinary and Employee Relations issues with Campus Principal in consultation with the People Manager and Head of HR.
  • Gather market intelligence and organise data analysis to aid Talent Acquisition planning.
  • Plan and execute partnership programs, to strengthen our relationships with existing and potential universities/institutions e.g. practicum/internship programs, Toastmasters, CSR/nation-building initiatives.
  • Digital enablement of HRIS modules as per implementation plan.

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