Total 12 Full-time Director/C-Level Management job vacancies in Human Resources category in Malaysia

Job Description

General Summary:

The Director,  Regulatory Affairs Resource Management leads the overall management of the Global Regulatory financials and resource plans, working in close collaboration with finance and HR.  This position will report directly to the Senior Director of Regulatory Compliance and Business Operations. 

Key Duties and Responsibilities:

• Partner with key corporate stakeholders (i.e. Finance, HR) to provide central oversight of the global cycles, such as LRP, AOP/Budget, and Workforce Planning for Global Regulatory Affairs to ensure spend and resource decisions are in line with strategic functional goals
• Develop, maintain and manage a continuous process for measuring and reporting on financial and workforce planning activities keeping leadership and other stakeholders informed of progress
• Engage GRA Leaders for stakeholder input to develop strategy for resource planning for each functional area
• Lead collaboration with GRA Leaders, HR, Finance in workforce planning, long-range planning, and budgeting activities to meet needs of dynamic portfolio.
• Facilitate ongoing meetings with HR and Finance regarding headcount forecasting and budget management
• Regularly present headcount and budget forecasting updates to GRA Leadership Team
• Provide oversight and maintain accurate assessment of all aspects of resource management for GRA FTEs and temporary headcount (independent contractors, FSP staff) including open, approved and filled positions
• Lead Resource planning/headcount/capacity forums for individual functions, as appropriate
• Provide oversight and maintain an accurate assessment of current and projected resource demand.
• Develop processes that drive efficiency for resource planning.

Knowledge and Skills:

• Experience managing financial and workforce planning activities, including financial reporting and analysis, and in-depth knowledge of Regulatory Affairs and/or Drug Development Lifecycle
• Experience with corporate planning cycles, including annual Budgets, Long-Range planning, and Workforce Planning.
• Demonstrated attention to detail, accuracy, and excellent analytical and problem-solving skills in a fast-paced environment.
• Results-oriented
• Excellent leadership and interpersonal skills with an ability to effectively work and problem solve within a multidisciplinary team
• Excellent verbal and written communication and presentation skills

Education and Experience:

• Typically requires a Bachelor’s degree in Life Sciences or Business Administration
• Typically requires 10 years of experience in the biopharmaceutical industry or the equivalent combination of education and experience

We’re enabling flexibility and choice between individuals and their managers to maintain our strong culture of collaboration and ensure a daily vibrancy within our sites globally. In this Hybrid or On-Site-Eligible role, you can choose to work:

1. Hybrid and work remotely up to two days per week; or select

2. On-Site and work 5 days per week with ad hoc flexibility.  

#LI-EE1  #LI-Hybrid

Company Information

2626 W Beryl Ave Phoenix Arizona, 85021,

Position Description: 

Oversees the HR Business Partner Team (HRBPs) and the Employee Relations Team (ER) to most effectively manage company talent and minimize risk and negative exposure while increasing productivity and retention for Goodwill of Central and Northern Arizona (GCNA) and its affiliated entities. This role leads the design and implementation of proactive programs to support business growth, a high-performance culture, a strong employer reputation, employee engagement, effective employee relations, and legal compliance. This role ensures the HRBP and ER teams become strategic partners with business area leaders to solve problems, leverage opportunities, and minimize risk.

Essential Duties and Responsibilities:

• Develops HR strategies that support the achievement of business goals. 
• Proactively review analytics regarding people matters; ensures the team provides appropriate intervention and/or corrective action such as training opportunities; and develops and executes proactive training and tools to support business strategy.
• Reduces risk and ensures compliance with all Federal, State, and local regulations relating to employment, such as the Fair Labor Standards Act, National Labor Relations Act, Family and Medical Leave Act, Americans with Disabilities Act, and Equal Employment Opportunity Commission (FLSA, NLRA, FMLA, ADA, EEOC), etc.
• Evaluate key emerging employment trends and use a creative approach to solutions building in addressing those trends.
• Partners with business leaders on organization design and any restructuring efforts for client groups.
• Builds high-performing teams through developing and implementing operational plans including clear goals and success metrics.
• Leads the HRBP Team to advise and coach all levels of leadership within assigned client groups in the following areas: performance management, leadership development, talent management, compensation, Team Member relations and engagement, retention, succession planning, rewards, and recognition.
• Leads the ER team to review analytics regarding ER matters proactively; ensures the ER Team provides appropriate intervention and/or corrective action such as training opportunities; and develops and executes proactive training and tools to support business strategy.
• Actively participates in the Company’s Policy and Procedure Committee; leads the ER team in annually drafting and revising employee handbooks and company policies. 
• Interprets and applies understanding of corporate policies and practices, employment law, and other regulations to provide advice, guidance, or clarification for HR inquiries.
• Collaborates with senior leadership in problem-solving to achieve organization and team goals.
• Demonstrates best-in-class customer service; builds relationships across the organization to ensure trust, confidence, and credibility remain intact.
• Leads high-profile projects to successful completion through strong collaboration with cross-functional teams.
• Manages relationships with external vendors as assigned.
• Serves as escalation point of contact for leadership and Team Members regarding HR-related concerns.
• Serves as HR Ambassador by managing multiple HR initiatives designed to ensure a positive, productive, and fast-paced work environment.
• Develops and conducts trainings related to people, and employment law.
• Maintains strict confidentiality and business logic. 
• Identifies and drives process improvement initiatives within the team/department to foster an environment of continuous improvement.
• Ensures budget adherence oversight & development for assigned area of responsibility.
• Travels to company locations as needed.
• May perform duties after hours, if needed.
• Responsible for performance management (coaching, discipline, performance improvement plans, and annual reviews), staffing, compensation, and development of Team Members.
• Plays a critical role in driving company culture change efforts and change management processes.
• Models Goodwill Core Values – Trust, Collaboration, Engagement, Ownership, and Innovation.
• Performs other related duties as assigned.
   

Minimum Qualifications (Education, Experience, Skills):

• Bachelor’s degree or equivalent work experience in Human Resources, Business, Finance, or another related field, preferred.  High School degree or GED required.
• 7+ years’ of prior leadership experience (project management experience qualifies). 
• Proven HR Business Partner experience (employee relations, investigations, strategic HR consulting, employee retention enhancement, training, and development, etc.) or leadership of HR Business Partner function strongly preferred.
• Customer-focused orientation with strong communication skills and the ability to function as an effective and respected partner to internal clients.
• Strong verbal and written communication skills with the proven ability to drive communication across a broader group.
• Proven ability to be analytical and handle confidential and sensitive data effectively with strong attention to detail.
• Attention to detail and well-organized.
• Ability to juggle multiple tasks while still delivering high-quality results in a fast-paced environment, working well under pressure.
• Proven ability to lead process improvement for human capital and/or operational issues.
• Thorough working knowledge of current state and federal rules and regulations regarding employment law.
• Demonstrated ability to manage and prioritize multiple processes with minimal supervision.
• Demonstrated ability to explain difficult issues and information clearly, ensuring communication is understood.
• Demonstrated ability to lead, coach, train, and motivate others.
• Proficient with Microsoft Office Suite.
• Valid driver's license and clean MVR.
• Must maintain auto insurance at all times, which is equal to or in excess of the state minimum.
• Ability to pass a background check and drug screen, where applicable for the position.
   

You will be eligible for a comprehensive Total Rewards package, 1st of the month following 60 days of employment that includes the following:

• 5 Medical Plans
• Employer Funded Health Reimbursement Account (HRA)
• 3 Dental Plans
• Vision Plan
• 401K (Immediate participation upon hire)
• Employer Paid Life Insurance
• Employee Assistance Program (EAP)
• Paid Time Off; Sick and Vacation
• Paid Holidays
• These are just a few highlights of our key benefit offerings!

Become a valuable part of our team and work for a company which has been named a Best Place to work by the Phoenix Business Journal 4 out of the last 5 years. Work for a company which has seen double digit growth year after year for nearly a decade. Work for a company which values diversity and is centered on success. Goodwill of Central & Northern Arizona - We Put People to Work!

Goodwill of Central and Northern Arizona endeavors to make our website accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact HR Support at 602-535-4000, option 5, or RecruitingOperations@goodwillaz.org.

We consider applicants for all positions without regard to race, color, religion, sex, sexual orientation, national origin, age, marital or veteran status, the presence of a non-job related medical condition or disability, or any other legally protected status. We will make reasonable accommodation and modification, including adaptive devices, to assist any person with a disability to apply for and, if hired, to perform the duties the position they seek. Assistance could include help in completing on-line application as well as providing alternative communication, e.g., Braille and Large Print.

PHISHING SCAM WARNING: Goodwill of Central and Northern Arizona/Goodwill Industries of Monocacy Valley, Inc. (“GCNA/GIMV”) are among several companies recently made aware of a phishing scam involving con artists posing as hiring managers recruiting via email, text and social media. The imposters are creating misleading email accounts, conducting remote “interviews,” and making artificial job offers in order to collect personal and financial information from unsuspecting individuals. Please note that GCNA/GIMV only use company email addresses, which contain “@goodwillaz.org” or @gimv.org”, to communicate with candidates via email. The company also uses secure tools on our website to receive data from applicants and would never ask them to submit their personal banking information to apply for an open job.  If you are contacted by someone about an open job at GCNA/GIMV, please verify the domain of the sender’s email address and that they are asking you to apply on this website. If you believe you have been a victim of a phishing scam, please visit the Department of Homeland Security’s Cyber Smart website (https://www.cisa.gov/be-cyber-smart/campaign) to learn how to report it.

Responsibilities:

1. Oversees the comprehensive spectrum of HR functions on a global scale.
2. Assumes responsibility for the delivery of region-specific projects and services pertaining to Human Resources.
3. Ensures the implementation of the global human resources strategy across various countries and regions.
4. Holds accountability for setting, measuring, and monitoring all HR-related targets and Key Performance Indicators.
5. Ensures the implementation of global processes, policies, tools, concepts, and projects within the respective region.
6. Ensures optimal service delivery across different countries and regions in accordance with defined Service Portfolio and Service Level Agreements.
7. Serves as the central point of contact and consultant for regional management, Global, and Business Head, prioritizing and coordinating requirements and inquiries from these stakeholders.
8. Ensures the implementation of the HR organizational structure in close collaboration with the executive office and fulfills regional Service Function staff requirements as per global staff planning.
9. Takes responsibility for workforce health, including best practice recruiting and workforce planning to support the business.
10. Manages and supports communication on Human Resources-related global and regional topics.
11. Ensures knowledge transfer within the region.

Requirements:

1. University Degree in Human Resources Management / Business Administration or related field, or equivalent work experience.
2. Minimum of 10+ years of professional experience in the related area of Leadership.
3. At least 5 years of leadership experience as Senior Manager for large teams in a Multinational company.
4. At least 3 years of experience working in/with intercultural teams.

2000 16th Street, Denver, Colorado, 80202, United States of America

The Role You'd Play as the leader of Talent Management

As the leader of Talent Management at DaVita Kidney Care, you will play a pivotal role in shaping and executing the talent strategy for our organization. This position requires an experienced, dynamic leader who can seamlessly balance strategic thinking with hands-on execution, fostering a collaborative and team-oriented environment. You will enable our entire talent lifecycle, focusing on talent management, high potential development, career pathing, and implementing structured, fair, and transparent people practices.

You’ll lead a hybrid in-office & remote team of 7-10 team members total. It is preferred that you live in Denver, though we are open to other locations with meaningful travel to Denver.

Required Qualifications to be the leader of Talent Management

• Proven experience as a strategic leader with a strong execution and process mindset.

• Demonstrated expertise in several key areas of the talent lifecycle:

  • Performance management with emphasis on performance and development review approach & process.

  • Talent calibration, including talent review, assessment and promotion processes.

  • High potential development, including assessing, identifying and tracking top talent, designing high-potential development programs, and fostering talent mobility.

  • Succession planning, from front-line field manager roles to executive level roles.

  • Enterprise job architecture and competency frameworks, both to ensure org structure supports business strategy and also to integrate talent management and career pathing seamlessly.

• Commitment to driving structured, fair, and transparent people practices, with a focus on reducing bias and promoting diverse talent pipelines.

• Excellent collaboration skills, with the ability to build strong partnerships with key stakeholders such as operations, HR business partners, compensation, recruiting, and learning and development teams.

• Data-driven mindset, utilizing talent insights to shape enterprise strategy and drive local actions.

Key Responsibilities for the Leader of Talent Management:

Overall Talent Lifecycle:

• Driving structured, fair, and transparent people practices throughout the talent lifecycle.

• Building partnerships with key stakeholders to ensure talent routines are sticky and well-integrated.

• Collaborating closely with the Learning and Development team to identify, monitor and serve training needs.

• Using data to drive talent insights that shape enterprise strategy and motivate local action.

Talent Management:

• Designing, leading, and monitoring performance management and talent calibration processes across all 60k US-based teammates.

• Identifying and tracking top talent.

• Partnering to deliver high-potential development programs.

• Designing talent routines in collaboration with business and HR business partners to drive operational excellence.

Org Design & Job Architecture:

• Maintaining new job architecture infrastructure and enterprise skill guides.

• Ensuring the integration of talent management and career pathing philosophy, programs, and routines including impact to org design.

• Charting a path for talent mobility across the enterprise over time.

Team Leadership & Culture:

• Create a special place for all members of the talent team

• Invest in the team’s growth, performance and development with the same focus that you’ll bring to the enterprise-level work

Join DaVita Kidney Care and contribute to building a culture where talent thrives and the organization continues to make a positive impact in healthcare.

What We’ll Provide:

More than just pay, our DaVita Rewards package connects teammates to what matters most. Teammates are eligible to begin receiving benefits on the first day of the month following or coinciding with one month of continuous employment. Below are some of our benefit offerings.

• Comprehensive benefits: Medical, dental, vision, 401(k) match, paid time off, and more.

• Support for you and your family: Family resources, EAP counseling sessions, access Headspace®, backup child and elder care, maternity/paternity leave, pet insurance and more.

• Professional development programs: DaVita offers a variety of programs to help strong performers grow within their career and also offers on-demand virtual leadership and development courses through DaVita’s online training platform StarLearning.

What you can expect:

• A "community first, company second" culture based on Core Values that really matter.

• Clinical outcomes consistently ranked above the national average. DaVita has more 3-, 4-, and 5-star rated centers than ever before, continuing to lead the industry in Five-Star Quality Ratings! *According to October 2020 data for the 2019 year from the Centers for Medicare and Medicaid Services’ (CMS) Five-Star Quality Rating System.

• Award-winning education and training across multiple career paths to help you reach your potential. DaVita has been recognized among Training Magazine's Top 125 for its exceptional training and leadership development programs for the 14th year in a row! 

• Dedication, above all, to caring for patients suffering from chronic kidney failure across the nation. 

At DaVita, we strive to be a community first and a company second.  We want all teammates to experience DaVita as "a place where I belong."  Our goal is to embed Diversity & Belonging into everything we do in our Village, so that it becomes part of who we are.  We are proud to be an equal opportunity workplace and an affirmative action employer.  As such, individuals are recruited, hired, assigned and promoted without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, protected veteran status, or any other protected characteristic.

Salary/ Wage Range

$110,100.00 - $161,700.00 / year

Compensation for the role will depend on a number of factors, including a candidate’s qualifications, skills, competencies and experience and may fall outside of the range shown. DaVita offers a competitive total rewards package, which includes a 401k match, healthcare coverage and a broad range of other benefits. Learn more at https://careers.davita.com/benefits  

As the Executive Director Chief Human Capital Officers Council, you will be part of the Office of the Director. You will work closely with agency Chief Human Capital Officers, senior OPM staff and other agency and administration leaders. The incumbent will report to the OPM Director who serves as chair of the CHCO Council and is the lead human resources officer for the federal government. If selected, you will be responsible for:

• Providing strategic direction and overseeing the activities of the CHCO Council to include setting goals, key milestones and measures of success, and monitoring and evaluating outcomes.
• Serving as principal liaison for the OPM Director with CHCO Council members, other
  cross-agency councils, key Federal officials, as well as external partners, on human capital
  issues.
• Building and maintaining strong relationships with executive human resources leaders from
  across the federal government to understand their talent priorities.
• Regularly convening CHCO Council members and OPM subject matter experts to identify
  best practices and creative solutions to common challenges. Leveraging the
  CHCOs as strategic partners in OPM's development and coordination of human capital
  management strategies and policies.
• Planning and facilitating monthly CHCO Council meetings, providing oversight of CHCO
  Council Working Groups and communities of practice, leading annual offsite, facilitating
  Annual Public Meeting and overseeing other meetings/events as they arise.

Starting at $141,022 Per Year (ES 00)

Reporting to the Director POD, the incumbent will work with Director POD to oversee the management, monitoring, operation, and optimization of the division’s lab resources, including but not limited to the policies and documentation of processes, division workplan, business continuity plans, data analytics and automation of workflows.

The responsibilities of this role are:

• Support Director, POD in the development of strategic initiatives for the division and contribute to the writing of management papers and presentations.
• Coordinate division’s workplan in conjunction with Director POD and Team Leads to actively monitor divisional goals to ensure that deliverables and timelines are achieved.
• In-charge of overseeing Assets (Fixed Assets and Low Value Assets (LVA)) Management processes such as new equipment/ software, LVA procurement, maintenance/ repair tracking, software renewal tracking, technology refresh, decommissioning/ disposal, audits & documentation, etc.
• Overseeing procurement of consumables/ services, lab equipment maintenance contract management, lab inventory management, stock take & documentation, etc.
• Initiate self-check and audit process for continuous improvement and to drive divisional excellence.
• Undertake any other duties as assigned by the Director, POD and supervising officer for the effective support of division operations and activities.

The ideal candidate will need to have the following qualities and experience:

• University Degree, preferably a Bachelor Degree in Business Administration or Computer Science, with relevant working experience in universities or institutes of higher learning.
• Work experience of at least 15 years, with least 8 years in managerial capacity and demonstrates good knowledge and skills in corporate planning, process improvement and resource management.
• Experience in establishing and managing information system, data collection, data mining and using appropriate tools and techniques for analysis will be an advantage.
• Able to effectively communicate with a wide range of individuals in a diverse community and possess the confidence to front different parties.
• Proficient in analysing and assessing challenges, with demonstrated ability in developing solutions to problems, coordinating between different parties to achieve positive outcomes.
• Possess strong project management skills and attention to detail, and willing to take on responsibilities and ownership of work.
• Demonstrate good leadership, lead and motivate teams.
• Team player and good communicator, self-motivated and good interpersonal skills, enjoys interactions and working with different parties.
• Able to work within tight timelines, as well as plan and coordinate among multiple stakeholders.
• Organized and meticulous with a keen eye for details, particularly with numbers.
• Ability to multi-task and work within tight timelines.

Position: Group Director – Risk Management, Compliance, Human Rights and Audit

Department: Management

Introduction

Headquartered in Singapore, TES Group is a fast-growing technology lifecycle management services and recycling company with more than 2000 employees worldwide in almost 40 locations in 22 countries. As the world's leading provider of sustainable asset lifecycle services, TES manages millions of devices around the world and work for some of the world's biggest brands, including IT and electric vehicle manufacturers, blue-chip multinationals, finance, and leasing companies as well as government agencies and other organisations.

At TES, we strive to create outstanding value for our clients, employees, suppliers, partners, and the global community by leveraging our unique combination of expertise in security, value recovery and the circular economy. We focus on eliminating risks related to data security and regulatory compliance as well as driving resource recovery outcomes that have positive environmental impact.

TES vision and purpose centres on sustaining tomorrow for our stakeholders and for future generations. Our strategy is to protect, preserve and provide. The Risk and Compliance team plays a pivotal role in a sustainable future by ensuring effective governance and oversight policies, practices and conduct in TES and its supply chain.

To lead the risk management and compliance effort, we are in search of an experienced director to drive strategies and actions that secure long term growth, mitigating risk for the Company.

The Role

Reporting to the Group Chief Executive Officer, the Group Director – Risk Management, Compliance and Audit will lead the team effort to:

1. Strengthen the Company risk management framework

2. Develop or review Group policies relating to anti-bribery and corruption, whistleblowing, code of conduct for business and supplier, trade and sanctions, and brand protection

3. Evaluate and recommend changes to internal controls of global business operations

4. Implement and manage the overall internal compliance and audit program

5. Assist the business development and service delivery functions in appropriately responding to compliance and risk management needs of TES clients

6. Support investor reporting and compliance reviews which align with Board or parent company direction and policy requirements

7. Chair the Ethics and Compliance Council (ECC) which is responsible for whistleblowing, case management, compliance policies/procedures and code of conduct training

8. Protect Company brand and reputation risk conducting due diligence, risk assessments on potential business acquisitions and/or vendor and supplier qualification

9. Verify and validate environment, social and governance (ESG) actions and reporting of individual business units

10.Conduct research and undertakings to prevent violations of trade sanctions

Main support duties and responsibilities

1. Risk management and compliance

· Plan, direct and drive the risk management and compliance framework implementation in TES

· Develop and drive the implementation of risk identification and monitoring process, risk assessment and report progress to TES Leadership Team

· Oversee and/or drive the execution of risk strategies and risk mitigation plan in TES

· Schedule and conduct audits (operational and financial) using a risk-based approach to perform an independent appraisal or evaluation of Company’s risk management, internal control and governance processes

· Review and evaluate the Company’s policies and procedures in coordination with various cross-functional teams to enhance controls and ensure efficiency in operations

· Chair the TES Ethics and Compliance Committee

2. Brand Protection

• Develop and implement reputational and brand protection program to reduce or eliminate the intellectual property risk to the Company and its clients
• Establish an investigations handling process to support brand protection requirements of the Company and client requests

3. Data Protection

• Ensure robust data protection practices are in effect and monitored that achieve zero incidences of data breaches
• Establish an investigations handling process to support data protection requirements of the Company and client requests

4. Policies and Procedures

· Deliver best practice policies and procedures that ensure compliance with the Responsible Business Alliance (RBA) Code of Conduct internally within TES and externally with its business partners, vendors and suppliers.

· Subject to privacy considerations, collaborate and drive human rights, labour, anti corruption, anti-harassment, anti-bribery and grievance actions with the HR function and with downstream suppliers and business partners

· Support environmental health and safety policy and system compliance including climate change actions that mitigate climate related financial and non-financial risk

· Monitor, investigate so to ensure trade policy compliance internally and with suppliers, business partners

5. Audits

· Establish audit schedule and program covering all aspect of compliance to policies and procedures

· As part of audit programs to also implement reporting channels and escalation pathways that ensure accountability and responsibility for actions deemed impactful and necessary

6. Training

· Develop and deliver appropriate training content that effectively raises awareness and compliant behaviours at all levels within TES and throughout its supply chain

· Track to ensure successful training delivery

7. ESG - Governance reporting and actions on climate risk

· Conduct verification program to validate ESG reporting and initiatives undertaken by each business unit

· Assist with the establishment of the Net Zero plan or Science based target commitments

8. Business Development and Service Delivery support

· Support business development efforts contributing to tender responses, client presentations and proposal submissions.

· Participate in client business reviews sharing compliance updates, policies, plans and initiatives

· Oversee or participate in client audits working with the wider business to closed out compliance related gaps and issues

· Represent the company to participate/speak at conferences, interviews, forums or working groups

9. Subsidiary Compliance

· Supporting subsidiary and sub region leadership as they execute compliance as a foundational & cultural pillar of their rhythm of business.

· Ensure strict adherence to policies, supported by leaderships at the top and efficient compliance governance process with regular monitoring.

· Provide compliance support, consulting services, and monitoring in support of management’s business objectives and their responsibility to mitigate risk.

· Work and support the Business and Finance Compliance champs in the sub; train them on driving good tone and investigating red flags and dashboard indicators.

· Support management to conduct /facilitate the Subsidiary and sub region Compliance Committee meetings to elevate compliance as top of mind with the Country Manager, Senior Leadership Team, Legal and HR, and orchestrate the remediation of compliance issues.

· Point of contact for all compliancequestions in the subsidiary and sub-region

10. Human Rights

· Developing and implementing human rights due diligence regionally to ensure respect for human rights in TES value chain in line with TES Human Rights Principle

· Implementing human rights projects within e-waste supply chains in the region to drive improvements in human rights in line with TES Sustainability Vision

· Supporting in supplier engagement and auditing activities

· Working with external stakeholders and participating in sector-wide human rights initiative to increase leverage on human rights issues

· Gain both internal and external awareness on human rights

· Develop and implement programs for suppliers to increase commitment to human rights, with specific focus on living wages, recruitment fees and children's access to education

· Effective cooperation with Group stakeholders and participation to sector-wide initiatives

· Support managing human rights risks in the entire value chain, with the focus on stakeholder-centric approaches

11. Other

· Development an annual compliance and risk management budget

· Develop and report progress of compliance and risk management work plan

· Stay abreast of compliance and risk developments

· Foster a risk centric and team culture within TES

· Align with a One TES management system approach

· Communication of compliance and risk management matters internally and externally

Desired Skills and Experience

· Legal, internal audit or compliance qualification or extensive (minimum 10 years) regulatory experience

· Proven senior management or leadership experience

· Interest and passion for the environment and social justice balanced with practical acumen

· Knowledge of circular economy services, IT asset disposition or worked in the IT industry

· Excellent communication abilities

· Strategic, tactical and hands-on experience

· Strong analytical and technical ability, especially in MS Office

· Strong in change management

· Relevant university studies within Sustainability, Law, Social Sciences, Political Sciences, International studies, Supply Chain Management and Social and Environmental Management.

· 10 years of relevant experience in Human Rights practices. · English, local languages (eg. Bahasa, Chinese) are an advantage

· Thorough understanding of international expectations and good practices in the area of business and human rights · Experience from human rights work in supply chains in the Global region · Thorough understanding of key human rights issues in TES (e-waste)

What do we offer?

· Full-time permanent position

· Autonomy and flexibility to shape the role and make a difference

· A collaborative working culture in a global company

· Competitive Compensation and Benefits

Reporting to the Director POD, the incumbent will work with Director POD to oversee the management, monitoring, operation, and optimization of the division’s lab resources, including but not limited to the policies and documentation of processes, division workplan, business continuity plans, data analytics and automation of workflows.

The responsibilities of this role are:

• Support Director, POD in the development of strategic initiatives for the division and contribute to the writing of management papers and presentations.
• Coordinate division’s workplan in conjunction with Director POD and Team Leads to actively monitor divisional goals to ensure that deliverables and timelines are achieved.
• In-charge of overseeing Assets (Fixed Assets and Low Value Assets (LVA)) Management processes such as new equipment/ software, LVA procurement, maintenance/ repair tracking, software renewal tracking, technology refresh, decommissioning/ disposal, audits & documentation, etc.
• Overseeing procurement of consumables/ services, lab equipment maintenance contract management, lab inventory management, stock take & documentation, etc.
• Initiate self-check and audit process for continuous improvement and to drive divisional excellence.
• Undertake any other duties as assigned by the Director, POD and supervising officer for the effective support of division operations and activities.

The ideal candidate will need to have the following qualities and experience:

• University Degree, preferably a Bachelor Degree in Business Administration or Computer Science, with relevant working experience in universities or institutes of higher learning.
• Work experience of at least 15 years, with least 8 years in managerial capacity and demonstrates good knowledge and skills in corporate planning, process improvement and resource management.
• Experience in establishing and managing information system, data collection, data mining and using appropriate tools and techniques for analysis will be an advantage.
• Able to effectively communicate with a wide range of individuals in a diverse community and possess the confidence to front different parties.
• Proficient in analysing and assessing challenges, with demonstrated ability in developing solutions to problems, coordinating between different parties to achieve positive outcomes.
• Possess strong project management skills and attention to detail, and willing to take on responsibilities and ownership of work.
• Demonstrate good leadership, lead and motivate teams.
• Team player and good communicator, self-motivated and good interpersonal skills, enjoys interactions and working with different parties.
• Able to work within tight timelines, as well as plan and coordinate among multiple stakeholders.
• Organized and meticulous with a keen eye for details, particularly with numbers.
• Ability to multi-task and work within tight timelines.

• This position is located within DCAA Headquarters, Human Capital and Resource Management Directorate.
• Serves as Director of Human Resources responsible for Agency-wide HR policy and operations. Serves as the senior Agency advisor on all HR issues and programs. Provides leadership and direction in the formulation of HR strategic plans and policies.
• Plans, organizes and oversees the activities of the Human Capital Division. Develops goals and objectives that integrate Agency and strategic plan objectives.
• Plans work for accomplishment by subordinate branches, and provides overall direction and vision to the subordinate branch chiefs on a wide range of HR and administrative issues. Exercises supervisory personnel management responsibilities.
• Represents the Human Capital Division with a variety senior officials and across Government. Establishes, develops, and maintains effective working relationship with the DCAA Director, Deputy Director, and other senior leaders.
• Meets with key customers and officials to assess customer satisfaction, explain organization policy and procedures and resolve significant problems that arise.
• Establishes review systems for the organization that make certain government needs are met and validated, and that the economy and quality of operations are maintained or improved.
• Evaluates adequacy of current policy in terms of their ability to achieve HR and policies and human capital plan objectives to improve productivity and to promote state of the art or emerging concepts regarding the delivery of HR services.

Starting at $144,571 Per Year (GS 15)

In this role, the candidate will hold dual portfolios in the areas of HR Partnering and Performance Management.

Key Responsibilities:

HR Partnering

As a HR Partner, you will act a strategic HR advisor who builds strong partnerships with the senior leaders and the HR Centres of Excellence (COE) teams to develop and execute the People Strategies. Your key responsibilities would include:

• Establish strong partnership with the business units to drive organizational effectiveness while implementing HR programmes and initiatives
• Actively identify gaps and opportunities where people-related risks can be minimized and influence solutions/outcomes
• Provide advice on HR policies and procedures including but not limited to the following areas - employment legislation, talent management, performance management, recruitment, manpower planning, rewards strategies and employee engagement;
• Establish clear understanding of the hiring requirements of the Business Units and work closely with NTU’s Shared Services team on the hiring of talents and appointment/re-appointment of staff on a timely basis.
• Be a facilitator and HR advisor to senior leaders in managing matters pertaining to industrial relations, employee grievances, conduct and discipline.
• Provide advice to stakeholders on policy changes, collaborate with senior leaders and functional HR Centre of Excellence to drive all HR initiatives such as manpower planning and projection, budget planning, employee engagement surveys, people development programs, change management plans, performance management etc.

Performance Management

• Be part of a team to drive the annual University-wide year-end appraisal exercise. The team is also expected to review and implement strategies/ frameworks/ policies aimed at sharpening the performance management.
• Drive and implement the annual University-wide Career Progression/Promotion processes for the University. This includes managing the annual performance management and promotion cycle, target-setting and confirmation.
• Review, formulate and implement performance management policies, framework and initiatives for all schemes of service to ensure robustness and objectivity
• Design and deliver education briefings, e-Learnings and messages to the wider HR Community, stakeholders, and employees, to advocate good performance management practices aligned with the overall talent development strategy.

Requirements:

• Degree with at least 8 years of relevant working experience in the Human Resources function, preferably in the HR Business Partnering and/or Performance Management function(s).
• Good Knowledge of Employment Act and Labour Laws
• Strategic mindset and perspective, comfortable with ambiguity with the ability to diagnose current state, anticipate future needs and recommend forward approaches.
• Strong communication and persuasion skills with the ability to influence influence stakeholders at various levels
• Resourceful and pragmatic with a solution-focused attitude. Demonstrates flexibility and adaptability according to changing needs and priorities
• Collaborative and is comfortable working in a matrix structure with multiple priorities
• Resourceful and possess strong initiative to drive changes
• Collaborative and is comfortable working in a matrix structure with multiple priorities
• Ability to work independently as well as be active team members within and across the HR team
• Detail-oriented, proactive and strong analytical thinking

Hiring Institution: NTU

The Digital Transformation and Innovation Division (DTID) is the business transformation division to drive A*STAR towards a digitally enabled and data-driven organisation. The division is responsible to define the digital vision, formulate digital strategies and develop the digital roadmap to frame and provide directions towards our digitalization efforts. DTID acts as the catalyst in driving digital transformation and is the bridge between business owners and technology supports. As the central division, DTID performs the role as the horizontal integrator to synergise and harmonise digital efforts and drive complex and cross-cutting digital initiatives for A*STAR. Beyond business-technology, the roles of DTID also entails the raising of digitally skilled and creative workforce to empower our workforce to harness digital technology and embrace business transformation. To support digitalization efforts, the division is also responsible to set digital/data policies and put in place governance and standards.

You will be part of the Enterprise Resource Planning (ERP) Project Team to contribute to the implementation of a large-scale ERP replacement project as the Change Management Lead.

Key Responsibilities:

• Work closely across Corporate departments and the A*STAR entities to define and devise engagement strategies for key stakeholder groups.
• Develop and refine an employee communications strategy and work within the ERP team and with other A*STAR divisions (e.g. Human Resources, Learning & Organisation Development, Research Institutes) to execute the change management strategy.
• Work with the awarded System Integrator (SI) to lead on the development and enhancement of a range of communication channels and platforms for the ERP project.
• Ensure internal messages are communicated to employees in a clear, timely and effective manner across multiple channels and platforms.
• Create interesting content and campaigns to be delivered across a variety of channels.
• Serve as point of contact across various departments/divisions to ensure consistency and standards for communications reaching internal audiences.
• Identify ways to measure the effectiveness of internal comms effort and develop reports for the A*STAR leadership team.

Job Requirements:

• A degree in any discipline with 4-5 years of demonstrable experience in internal communications, change management or related fields in a System Integrator environment, a marketing agency or as an in-house communications practitioner
• Strong ability to engage internal and external stakeholders
• Excellent communicator with effective writing and presentation abilities, as well as strong project management and people engagement skills
• Self-motivated, curious, resourceful, and a good team player

Reporting to the Director (Talent Management), you will be the key lead in curating and rolling out key leadership programmes that are aimed at developing and retaining NTU’s leadership pipeline.

Responsibilities

• Support the Director in the execution of talent strategy, policies and frameworks, assess current and future talent development needs to build leadership bench strength
• Curate and implement programmes under the Talent Management programmes with the objective of developing and retaining high performers and high potentials
• Review, develop and deliver key Talent Management programmes for our talent pool, including but not limited to the following programmes:
• Leadership Development Programme – a 8 to 12-month programme aimed at equipping leaders at different levels to take on higher and broader roles and responsibilities.
• Lead Alumni programme – propose, launch and improve activities/events for other existing members of the Leadership Development Programme who have already successfully completed the programme
• Administer the programmes from talent selection, identification to engagement as well as end-to-end planning and execution of the various activities/events scheduled throughout the entire programme period.
• Work closely with different vendors and review the curriculum to ensure programme remains relevant and meets the objectives.
• Act as the strategic talent partner to track, develop and execute the career progression and development plans of selected officers so as to groom our leadership pipeline.
• Ensure that the various activities carried out during the programme (eg coaching) are followed through and tracked for the purpose of leadership development.
• Work closely with HRBPs to facilitate attachments/secondment to public and private sector companies, projects and milestone programmes to optimise leadership exposure and development.
• Prepare, facilitate and execute succession plans for key positions.
• Track and monitor programme feedback, participation rates and other succession planning key indicators.

Requirements

• Degree or equivalent in Human Resource Management or relevant field
• Relevant working experience in talent management and the administration of leadership development programmes
• Strong in execution and has held supervisory roles
• Strong communication skills and is adept at building relationships and stakeholder management
• Detail-oriented, proactive and strong analytical thinking