Total 13 Public Relations.html job vacancies in Human Resources category in Malaysia

Job Scope:

· Recruitment, Resignations & Terminations

· Foreign Workers – Foreign Worker Quota, Recruitment, Housing requirements, etc.

· Communication with Factory Workers

· Employee compensation & benefits, insurance policies (WICA, GHS, GPA, GMM)

· Payroll

· Job scope, Organisation Chart, SOPs

· Any other ad-hoc matters as requested by management

Requirements

· Min Degree in Human Resources from a recognized university

· No experience needed, training provided

· Office Hours/ 5 Days

· Excellent communication skills is a must

· Good management skills of team

If you are interested in the position, do kindly drop your most updated resume by email to recruithealth@recruitexpress.com.sg (Attn: Human Resource)

Thank You.

Leon Leong De Cong

R1551708

Recruit Express Pte Ltd (Healthcare & Lifesciences Division)

EA License: 99C4599

Do you have an interest in helping Federal agencies improve their human capital practices? Do you have experience leading teams consulting to public health organization organizations?  ICF seeks an experienced Program Manager to lead organizational development, business transformation and training in support of our client’s mission.  Your work will help ensure public safety, improve capabilities, promote organizational development, and enhance collaboration.

Your main responsibilities will be to use your experience to provide innovative solutions and lead effective project teams for a Federal public health organization focusing on human capital. You will apply your knowledge of project management, organizational development, and change management while providing superior client service. You will gain exposure to large innovative projects, interact with experts in the field, all while building content knowledge and consulting skills. You will work in a fast-paced and constantly changing environment. Our Federal clients include organizations within nearly every Cabinet-level agency of government.

Key Responsibilities:

• Manage projects and teams of human capital consultants to provide deliverables to clients on time and within budget

• Contribute to the development of innovative, timely, and high-quality human capital solutions and services, typically working on multiple projects with all levels of staff

• Design, develop, and deliver innovative training solutions utilizing new or advanced AI technology

• Coordinate with other members of project teams throughout the company

• Build relationships with Federal clients

• Contribute to proposals and other efforts to develop business in public health

Basic Qualifications:

• Master’s Degree in Human Resources, Industrial/Organizational Psychology, Organizational Development, or Management

• 10 years of professional work experience in human capital

• 5 +  years of experience consulting on military or Federal Human Resources or Organizational Development

• Knowledge of and experience supporting a Federal or military public health organization such as NIH, FDA, CDC or DHA

• 5+  years of project management experience

Preferred Skills/Experience:

• PhD in Human Resources, Industrial/Organizational Psychology, Organizational Development, or Management

• Exceptional presentation and writing skills

• Knowledge or awareness of the use of natural language processing, language models, automation, and/or artificial intelligence for training solutions

Professional Skills:

• Intermediate or advanced proficiency with MS Office Applications (Outlook, PowerPoint, Word, Excel, and MS Project)

• Strong analytical, problem-solving and decision making capabilities

• High attention to detail

• Superior interpersonal skills including courtesy, professionalism, and a cooperative attitude

• Ability to build relationships with clients

• Ability to work in a fast-paced team environment under strict deadlines

• Demonstrated outstanding level of professionalism, including ability to exercise good judgment, discretion, tact, and diplomacy

• Flexibility to handle multiple priorities and to work limited overtime as necessary

• Ability to work with all levels of internal staff, outside clients, and vendors

• Ability and interest in learning new software tools and in transferring knowledge

• Ability and willingness to develop and deliver presentations

• Sound business ethics, including the protection of proprietary and confidential information

Working at ICF

ICF is a global advisory and technology services provider, but we’re not your typical consultants. We combine unmatched expertise with cutting-edge technology to help clients solve their most complex challenges, navigate change, and shape the future.

We can only solve the world's toughest challenges by building an inclusive workplace that allows everyone to thrive. We are an equal opportunity employer, committed to hiring regardless of any protected characteristic, such as race, ethnicity, national origin, color, sex, gender identity/expression, sexual orientation, religion, age, disability status, or military/veteran status. Together, our employees are empowered to share their expertise and collaborate with others to achieve personal and professional goals. For more information, please read our EEO & AA policy.

Reasonable Accommodations are available, including, but not limited to, for disabled veterans, individuals with disabilities, and individuals with sincerely held religious beliefs, in all phases of the application and employment process. To request an accommodation please email icfcareercenter@icf.com and we will be happy to assist. All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations.

Read more about workplace discrimination rights, the Pay Transparency Statement, or our benefit offerings which are included in the Transparency in (Benefits) Coverage Act.

 

Pay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position. The pay range for this position is:

$95,776.00 - $162,819.00

Maryland Remote Office (MD99)

Did you know KONE moves over one billion people every day? We employ over 60,000 driven professionals in over 60 countries worldwide joined together by a shared vision. As a global leader in the elevator and escalator industry, it is our mission to improve the flow of urban life.

Why this role?

Being part of a global organisation that actively supports your career and internal promotions, means that for the right person, this critical role could be the next step in a fantastic career at KONE.

What will you be doing?

• Acts as a Strategic Partner for business and Drives People Agenda.

• Acts as a member of Country Management Team.

• Understands the business needs, turning them into HR action plans supported by Center of Expertise insight and guidance and leading the HR team to drive the agreed actions and provide the best HR service to the business

• Provide support and advice for leaders and drive the actions that support the achievement of business objectives.

• Focuses on business partnering, advisory and coaching

• Collaborates tightly with other HR professionals to produce high-quality and business oriented HR services - while being locally present and knowledgeable

• Guides managers and employees to utilize HR service channels

• Deliver selected process tasks in the units

• - Actively utilize the processes and tools provided by the HR organization

• - Acquires needed services from HR CoE and HR Services, and makes sure the     business receives the service as agreed upon

• Workforce Planning

• Together with business, analyze and forecast workforce needed to achieve business plans. Develop approaches to meet those needs, and lead and support in related actions, e.g. planning sessions or identifying critical workforce segments.

• Employee relations

• Together with business, drive employee relations topics, e.g. negotiations and grievances. Ensure the compliance of the activities, and strive to eliminate potential conflicts of interest through e.g. awareness building.

• Engagement

• Owns the Unit engagement agenda and drive local priorities. Partnering with CoE, manage the engagement survey and drive action planning. Support managers in actions increasing employee engagement. 

• Organization development and capability building

• Identify opportunities for supporting strategic direction through organization design. Support and consult the business when undertaking organizational changes. 

• Health and Wellbeing

• Partnering with CoE, advise the business in health and wellbeing strategy and topics. Understand the Unit’s situation in this area, and develop approaches for improvement. Participate in vendor selection.

• Change management and culture

• Play a leading role in KONE culture development and in strengthening KONE-wide understanding of people aspect of change. Provide training and hands-on support for business.

• Mergers & Acquisitions

• Support the business in M&A efforts by taking an active role in people aspects of the change. Advice e.g. due diligence processes, legal matters or making of post-merger integration plans.

• Employment lifecycle consultation

• Guide and support business in employment and labor law. Ensure compliance and consult with internal and external stakeholders as needed

• Learning and development support

• Partner with CoE to support the business in identifying competence development priorities. Provide help with actions e.g. mapping development paths for critical talent, program nominations or budgeting L&D initiatives.

• Talent management support

• Support the business with Performance Management calibration sessions. Partnering with CoE, provide insights into talent management, e.g. succession planning or talent pipelines and pools. Develop leadership teams. 

• Talent acquisition support

• Partnering with CoE, provide input into candidate selection for critical roles. Drive the review of headcounts and budgeted requirements.

• Performance and reward support

• Partnering with CoE, advise the business in rewarding strategy and other performance and reward topics. Provide input to planning, guidelines and local vendor selections. Drive a culture of high performance and recognition.

Are you the one?

• Bachelor’s degree in a relevant field or equivalent experience

• 15-20 years of progressive HRBP experience from in a multinational industrial company and with minimum 5 year in leadership role.

• Fluency of English and local language.

• Proven track record in multi-functional capacities as HRBP/HR manager

• Project management and change management knowledge

• Experience in working in Metrix organization

• HR Process and project management experience

• Experience in working across functional/business lines in a global organization

• Industrial Relations and workplace relations knowledge/understanding

• Knowledge of HR and safety related regulations and legislation.

What do we offer?

• Career progression in opportunities within a global organization

• Total reward elements that engage and motivate our employees and help us make KONE a great place to work

• Comprehensive learning and development programs covering a wide range of professional skills

• You are surrounded by fun colleagues and a lively working environment. The best part is all leaders are great and open-minded

Click on apply if you have a passion for meeting up with people and a desire to make an impact in the elevator and escalator industry.  

#LI-PS1

At KONE, we are focused on creating an innovative and collaborative working culture where we value the contribution of each individual. Employee engagement is a key focus area for us and we encourage participation and the sharing of information and ideas. Sustainability is an integral part of our culture and the daily practice. We follow ethical business practices and we seek to develop a culture of working together where co-workers trust and respect each other and good performance is recognized. In being a great place to work, we are proud to offer a range of experiences and opportunities that will help you to achieve your career and personal goals and enable you to live a healthy and balanced life.

Read more on www.kone.com/careers

Thank you for your interest. If you are a Green Dot employee, please apply using the Career Worklet on the Workday Home Page.

Opportunity

Join us in our mission to ensure that every classroom is led by skilled and passionate educators. As the Human Capital Recruitment Manager specializing in teacher recruitment and strategy, you'll play a pivotal role in shaping our organization's talent acquisition and development efforts. With a particular focus on teacher recruitment through pipeline development and upskilling existing talent, you'll lead initiatives to attract, nurture, and retain exceptional educators who are aligned with our mission.

Key Responsibilities

General Recruitment:
Develop and execute comprehensive recruitment strategies for all positions, with a special emphasis on sourcing, attracting, and converting top teaching and school leader talent from diverse backgrounds.
Collaborate closely with Human Capital Team and Central Office Managers to ensure alignment and effectiveness in sourcing and attracting talent.
Cultivate partnerships with external institutions and organizations to identify potential teacher talent pools and create tailored recruitment strategies.
Establish and maintain a robust talent database, utilizing it to efficiently fill immediate and future teaching positions.

Managing a Team
Lead and develop a team of Talent Specialists and Recruiters, providing mentorship, guidance, and support to help them excel in their roles.
Set clear expectations, goals, and performance metrics for team members, and provide regular feedback and coaching to drive individual and collective success.
Foster a culture of collaboration, innovation, and continuous improvement within the team, promoting a shared commitment to excellence in teacher recruitment and talent development.

Teacher Residency/Partnership Management
Work with Talent Specialist to oversee the management and evaluation of teacher residency programs and teacher pipeline partnerships, ensuring they effectively equip new teachers with the skills and support needed for success.
Foster and expand partnerships with universities, colleges, and other institutions to enhance recruitment pipelines and support ongoing professional development initiatives.

Continuous Improvement and Reporting
Continuously evaluate the effectiveness of human capital strategies through data analysis and feedback mechanisms.
Work closely with the Human Capital team to generate comprehensive reports on recruitment outcomes, teacher pipeline leads, residency program outcomes, and partnership effectiveness.
Use insights from data analysis and reporting to identify areas for improvement and implement strategic enhancements to recruitment and talent development processes.


Current Team Configuration

The Human Capital Department currently consists of:

VP of People – Reporting to Chief Executive Officer
1 Director – Reporting to VP of People
1 HC Recruitment Manager (this role) – Reporting to Director of Human Capital
2 Human Capital Managers (Strategic Initiatives/Project Managers) – Reporting to Director of Human Capital
2 Specialists – At least 1 of these positions will be reporting to HC Recruitment Manager
2 Recruiters - Reporting to HC Recruitment Manager (Recruiters have not been hired yet)
1 Coordinator – Reporting to Director of Human Capital

This position will manage 3-4 team members.

Qualifications
Bachelor's degree
5 years of professional working experience, preferably working in education, non-profit sector, or in ed reform/like-minded organizations.
A minimum of 3 years of experience in program management is highly desired and
Minimum of 2 years of experience in recruitment, talent management, and/or human capital strategy, with a focus on the education sector.
Understanding of teacher credentialing a plus
Teaching Experience a plus
Demonstrated leadership abilities, with experience managing and developing team members
Strong analytical skills and a data-driven mindset, with the ability to leverage data and metrics to inform decision-making and drive results.
Excellent communication, interpersonal, and relationship-building skills, with the ability to collaborate effectively with internal and external stakeholders.
Passion for education and a deep commitment to recruiting, developing, and retaining exceptional educators who will make a positive impact on student learning and achievement.
Acute analytical, strategic planning, and problem-solving acumen.
Stellar communication and interpersonal skills.
Adept relationship-builder with the capacity to guide and influence towards achieving remarkable outcomes.
Exceptional verbal and written communication competencies.
Impeccable attention to detail, paired with robust organizational, time management, and follow-up skills. A high degree of urgency, the capability to concurrently manage multiple projects, and the ability to work both autonomously and collaboratively.
Steadfast, humble, and equipped with a good sense of humor and an unwavering commitment to Green Dot’s mission and the communities we serve.
Must pass a TB test and background verification upon offer acceptance.

The responsibilities and qualifications listed are not exhaustive. They are indicative and might be subject to changes depending on organizational needs.

The operational hours for this role are 8:30am – 5:00pm, Monday-Friday. However, these hours can vary. Central office employees can access Green Dot’s telecommuting policy at the discretion of their manager and department leader. Telecommuting is permitted on Tuesdays and Thursdays (one-off or ongoing).

Compensation

The salary for this position ranges from $90,000 – $102,000 commensurate with experience.

We offer an extensive benefits package that includes, but is not limited to, medical, dental, vision, life insurance, and retirement options. Generous time off ensures a work-life balance, giving employees the chance to significantly impact a growing, mission-focused organization dedicated to the success of all students

Green Dot also offers one of the most robust and comprehensive benefits packages in the industry (for both you and your dependents):

> PPO, EPO and HMO choices for medical, dental and vision - including a 100% employee-only paid option (visit https://www.mygreendotbenefits.com/ for more information)
> Employee Assistance Program (100% employer-paid)
> Life and AD&D Insurance (100% employer-paid)
> Optional Term Life & AD&D Insurance
> Short- and Long-Term Disability Insurance (100% employer-paid)
> Flexible Spending Accounts (health and dependent care)
> Monthly parking for Central Office-based employees (100% employer-paid)
> Wellness programs and resources
> Financial planning/coaching access
> Optional non-matching 401(k) plan
> Potential for remote work opportunities (occasional or on-going)
> Potential for annual performance-based compensation increases
> Potential for annual bonuses
> Potential for stipend work opportunities
> Approved family care and/or medical leave (unpaid)

Green Dot also offers generous paid time off for an overall work-life balance, while giving employees the opportunity to impact a growing, mission-driven organization that is committed to the success of all students:

> 15 days of paid time off during years 1-3 of service (20 days during years 4-6 and 25 days beyond 6 years of service)
> An additional 15 days (minimum) of paid time off each year for our Winter and Spring breaks* (which include the Christmas and New Year’s holidays), as well as an additional 10 annual paid holidays (MLK Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, July 4th, Labor Day and Veteran’s Day, Thanksgiving Day and Day after Thanksgiving)
3-5 days of paid bereavement leave (if needed)

*May be adjusted annually

Only those applicants chosen for an interview will be contacted and we hire on a rolling basis. We are looking to fill this position for an April start date.

Green Dot Public Schools has embedded a diversity, equity and inclusion lens in our organizational culture, as well as in our educational and talent practices. We are committed to hiring those who reflect the diversity of our communities, and we recruit, employ, support, compensate and promote employees, without regard to their actual or perceived race, religious creed (including religious dress or grooming practices), color, national origin or ancestry (including native language spoken), physical or mental disability (including HIV or AIDS), medical condition (including cancer or genetic characteristics), genetic information, marital status (including registered domestic partnership status), sex (including pregnancy, childbirth, lactation and related medical conditions), gender (including gender identity and expression), parental status, age (forty (40) and over), sexual orientation, Civil Air Patrol status, military and veteran status, citizenship, immigration status or any other consideration protected by federal, state or local law. Please note that Green Dot Public Schools California is unable to sponsor any applicant for a temporary or permanent U.S employment-based visa, nor hire any applicant currently holding a temporary U.S. employment-based visa.

Green Dot California Central Office, Los Angeles, CA

Thank you for your interest. If you are a Green Dot employee, please apply using the Career Worklet on the Workday Home Page.

OPPORTUNITY
As a Human Capital Recruiter at Green Dot, you are at the strategic heart of educational reform, charged with the essential task of populating our classrooms, offices, and leadership positions with outstanding talent. This role is your opportunity to influence the educational landscape significantly by applying and shaping advanced human capital practices. Your commitment and talent will be pivotal in enhancing our team's performance, pushing the boundaries of our human capital strategies, and ensuring that Green Dot stands as a model of excellence in education.

In this role, you'll have the chance to innovate, inspire, and implement strategies that attract 'A' players. As an advocate for change, your contributions will further our mission and accelerate our impact on educational outcomes. Join us and become a part of shaping an inspiring future for education at Green Dot.

ESSENTIAL RESPONSIBILITIES
> Craft and refine Green Dot's unique employee value proposition to attract and retain top talent in the educational sector
> Stay up to date on the latest trends in educational employment to ensure Green Dot's offerings are competitive and compelling
> Regularly collect and analyze feedback from current staff and exit interviews to understand the factors contributing to employee satisfaction and turnover
> Develop social media strategy and targeted marketing campaigns to recruit top talent for Green Dot schools, highlighting the benefits and opportunities of working with the organization
> Efficiently post jobs, manage “easy apply” leads, and analyze recruitment metrics to improve hiring processes
> Create, manage, and optimize job postings across various platforms to ensure maximum visibility and attract qualified candidates; this includes writing compelling job descriptions, selecting appropriate job boards, and monitoring the performance of postings
> Develop and oversee an employee referral program that incentivizes current staff to identify and recommend high-quality candidates for open positions. This includes promoting the program, tracking referrals, and ensuring timely and appropriate rewards for successful hires
> Develop and oversee an employee referral program that incentivizes current staff to identify and recommend high-quality candidates for open positions. This includes promoting the program, tracking referrals, and ensuring timely and appropriate rewards for successful hires
> Produce high-quality, authentic content that highlights the innovative practices and success stories within Green Dot schools
> Partner with Human Capital Managers to gain insights into the strengths and challenges of each school, tailoring recruitment and retention strategies accordingly
> Serve as a brand ambassador, ensuring consistent and positive messaging across all platforms and interactions with potential and current employees
Identify and leverage opportunities for organic social media growth and engagement, especially through showcasing classroom best practices and teacher success stories
> Design and implement comprehensive communication plans that support recruitment objectives and promote Green Dot's brand
> Utilize data analytics to measure the effectiveness of communication strategies and make informed decisions for continuous improvement
> Engage with various stakeholders, including teachers, administrative staff, and external partners, to foster a collaborative environment and enhance Green Dot's community presence
> Actively promote diversity and inclusion within recruitment messaging to reflect the values and community Green Dot serves

QUALIFICATIONS
As an idea candidate, you:

> have a bachelor's degree in Communications, Marketing, Public Relations, Business, or related field
> have at least 1 year of experience working in recruitment or marketing
> are competent in managing multiple projects and priorities in a dynamic environment
> have proven experience in marketing or communications, preferably in the education sector or recruitment landscape
> have experience with crafting employee value propositions and employer branding
> have a track record of successful social media campaigns and engagement strategies
> possess exceptional written and verbal communication skills
> possess strong analytical skills to interpret data and feedback for strategy development
> are able to create creative content and possess storytelling abilities
> are familiar with the latest trends in educational employment and human capital practices.
> have an understanding of the teacher and school staff recruitment cycle and challenges
> have knowledge of content marketing and digital advertising strategies
> have a passion for education reform and a commitment to Green Dot's mission and values.
> are an innovative thinker with a strategic mindset
> are adaptable and resilient in a fast-paced environment
> have a strong commitment to diversity and inclusion in all aspects of communication and marketing
> will need to pass a TB test and background check at time of offer

The information contained herein is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor is it intended to be an all-inclusive list of the skills and abilities required to perform the job.

COMPENSATION
The starting salary range for this role is $66,560 - $71,560. Please note that candidates who are new to their role or newly promoted can expect offers between the minimum and the mid-point of the range. To allow for salary progression over time, offers at the top of the range are rare. Individual education and experience will be considered when issuing offers. In addition, this position qualifies for a one-time $2,500 signing bonus, paid in two installments after months 6 and 12 of employment (subject to change). 

Green Dot also offers one of the most robust and comprehensive benefits packages in the industry (for both you and your dependents):

> PPO, EPO and HMO choices for medical, dental and vision coverage - including a100% employee-only paid option (visit https://www.mygreendotbenefits.com/ for more information). 
> Employee Assistance Program (100% employer-paid)
> Life and AD&D Insurance (100% employer-paid)
> Optional Term Life & AD&D Insurance
> Short- and Long-Term Disability Insurance (100% employer-paid)
> Flexible Spending Accounts (health and dependent care)
> Monthly parking for Central Office-based employees (100% employer-paid)
> Optional California Parking Cash-Out program for Central Office-based employees
> Wellness programs and resources
> Financial planning/coaching access
> Optional non-matching 401(k) plan
> Potential for remote work opportunities (occasional or recurring)
> Potential for annual performance-based compensation increases
> Potential for annual bonuses
> Potential for stipend work opportunities
> Approved family care and/or medical leave (unpaid)

Green Dot also offers generous paid time off for an overall work-life balance, while giving employees the opportunity to impact a growing, mission-driven organization that is committed to the success of all students:

> 15 days of paid time off during years 1-3 of service (20 days during years 4-6 and 25 days beyond 6 years of service)
> An additional 15 days (minimum) of paid time off each year for our Winter and Spring breaks* (which include the Christmas and New Year’s holidays), as well as an additional 10 annual paid holidays (MLK Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, July 4th, Labor Day and Veteran’s Day, Thanksgiving Day and Day after Thanksgiving)
3-5 days of paid bereavement leave (if needed)

*May be adjusted annually


Only those applicants chosen for an interview will be contacted and we are looking to fill this position as soon as possible.

Green Dot Public Schools has embedded a diversity, equity and inclusion lens in our organizational culture, as well as in our educational and talent practices. We are committed to hiring those who reflect the diversity of our communities, and we recruit, employ, support, compensate and promote employees, without regard to their actual or perceived race, religious creed (including religious dress or grooming practices), color, national origin or ancestry (including native language spoken), physical or mental disability (including HIV or AIDS), medical condition (including cancer or genetic characteristics), genetic information, marital status (including registered domestic partnership status), sex (including pregnancy, childbirth, lactation and related medical conditions), gender (including gender identity and expression), parental status, age (forty (40) and over), sexual orientation, Civil Air Patrol status, military and veteran status, citizenship, immigration status or any other consideration protected by federal, state or local law. Please note that Green Dot Public Schools California is unable to sponsor any applicant for a temporary or permanent U.S employment-based visa, nor hire any applicant currently holding a temporary U.S. employment-based visa.

Green Dot California Central Office, Los Angeles, CA

Job Scope:

· Recruitment, Resignations & Terminations

· Foreign Workers – Foreign Worker Quota, Recruitment, Housing requirements, etc.

· Communication with Factory Workers

· Employee compensation & benefits, insurance policies (WICA, GHS, GPA, GMM)

· Payroll

· Job scope, Organisation Chart, SOPs

· Any other ad-hoc matters as requested by management

Requirements

· Min Degree in Human Resources from a recognized university

· No experience needed, training provided

· Office Hours/ 5 Days

· Excellent communication skills is a must

· Good management skills of team

If you are interested in the position, do kindly drop your most updated resume by email to recruithealth@recruitexpress.com.sg (Attn: Human Resource)

Thank You.

Leon Leong De Cong

R1551708

Recruit Express Pte Ltd (Healthcare & Lifesciences Division)

EA License: 99C4599

Who We Are:

Omnicom Public Relations Group is a global collective of three of the top global public relations agencies worldwide and specialist agencies in areas including public affairs, marketing to women, fashion, global health strategy and corporate social responsibility. It encompasses more than 6,000 public relations professionals in more than 330 offices worldwide who provide their expertise to companies, government agencies, NGOs and non-profits across a wide range of industries. Omnicom Public Relations Group is part of the DAS Group of Companies, a division of Omnicom Group Inc. that includes more than 200 companies in a wide range of marketing disciplines including advertising, public relations, healthcare, customer relationship management, events, promotional marketing, branding and research.

As a talent-centric workplace, we recognize that we’re only as good as our people. And our people are outstanding. Every day, we strive to attract, retain and grow the very best talent in the industry, and bring their passion, creativity and smarts to bear for our clients.

The Opportunity:

Omnicom Public Relations Group Singapore is actively sourcing for an experienced Talent Development Director. With a strong focus on talent acquisition, this role will drive progressive people-first recruitment and action best of class employee relations programmes. Working closely with our senior leadership team, the ideal candidate will drive consultative, informed, and data-driven strategies across all relevant talent development focus areas.

What you’ll do:

• Manage the full-cycle 360 recruitment process across all levels of candidates and teams. From our public relations, digital, and creative teams, to support staff, to our internship talent pool, you will be the key recruitment expert for our Singapore office.
• Provide data-backed counsel to senior leadership about trends in the marketplace, competitive intelligence, and strategic recommendations for attracting the best talent and raising the profile of Omnicom Public Relations Singapore as a true employer of choice.
• Manage, streamline, and improve recruiting tools and systems (i.e., applicant tracking system, job postings, reference checking, referral process)
• Ensure a consistent talent acquisition process is followed across practices to ensure clarity for both internal stakeholders and candidate for best of class recruitment processes
• Oversight on areas such as promotion and salary review cycles, hire requests, employee benefits, and more
• Be an employee relations champion, a trusted and key point of the contact to enable constructive communication feedback channel for employees, practice leads, and leadership team
• Actively identify gaps, with solutions-based risk assessments and resolution plans
• Design succession plans for key talent and positions
• Manage, mentor, and grow your team of talent development experts

What you’ll receive:

• A progressive, growth oriented environment to propel your career in talent development and acquisition in a fast paced, dynamic, and rewarding environment:
• Ability to drive the talent development strategy in partnership with a caring, experienced, people-first leadership team
• A strong coaching and collaboration culture.
• A highly committed, intelligent, and driven team.
• Career progression as you perform at the highest levels.
• Competitive remuneration and attractive benefits.
• Work within a true multinational brand with access to stakeholders across our global network.

What you’ll need:

• 10 years or more of experience driving talent acquisition and human resources
• Experience working with senior leadership and driving senior leadership communication
• Team player with prior experience leading a team
• Strong communication skills inclusive of presentation skills
• Negotiation and influencing skills with ability to drive complex salary and career discussions with potential candidates and existing employees
• Project and change management skills
• Strong time and priority management skillset
• In-depth understanding of Singapore labour and employment law, inclusive of Ministry of Manpower processes and work pass applications
• Ability to communicate clearly and focus on results, with a positive and professional disposition in every situation.
• A point of view, and a proven ability to propose solutions and present ideas in a persuasive and compelling manner.

About us:

OPRG Singapore is a strengths-first organization that believes our staff operate at their best when they can nourish their lives with meaningful activities both in and out of the workplace. OPRG employees enjoy the medical/dental coverage including critical illness cover, and free access to a trained psychologist/counsellor through our Employee Assistance Program.

Our leadership team has designed and codified thoughtful work/life programs to ensure our staff have the opportunity to find balance while thriving with OPRG. Our formal work-life harmony guidelines outline our commitment to your personal time. Leave programs include, annual leave, birthday leave, alternate week BlueSky (early close) Fridays, Family Care leave (so staff can be with loved ones when it's most critical - and it includes pets!), and sabbatical leave for long-service. In 2021, we piloted a "meeting-free Friday" program, with the aim to offer one day where staff can focus on their priorities - to have creative quiet, the space to be strategic, or even just uninterrupted time to focus on important heads-down work. This program was overwhelmingly popular and we have continued in 2023.

Our learning and development programming includes a mentorship program, Strengths-training and various leadership trainings offered both locally and from our regional network (Emerging Manager, Leadership, Resilience workshops) as well as a host of local skills-based trainings to help you develop writing, presenting, and other areas in your specific functional expertise.

Overview

• $2200-3200 depends on experience
• Mon - Fri, 8.30am - 6pm

Responsibilities:

• Coordinate the pre-interview activities including posting job advertisements in e-recruitment portal, interview scheduling and coordination, interview documents preparation, conduct reference check and qualification verifications.
• Prepare appointment letters, uniforms, and name tags and coordinate matters relating to the candidates’ job commencement.
• Ensure that staff employed are issued with the relevant work pass (where applicable) in accordance with MOM guidelines.

Requirement:

• Diploma in HR (or other field with relevant exp)
• Able to work fast pace
• Strong communicative skill
• Entry level are welcome to apply

Interested candidates kindly click the APPLY NOW button.

Applicants who possess relevant experience for the above responsibilities are most welcome to apply. If you do not possess the above experience, your application will still be considered on individual merits and you may be contacted for other opportunities.

By submitting your personal data and/or resume, you give consent to the collection, use and disclosure of your personal data and/or resume by the company (or its agent) for the purpose of the processing and administration by company relating to this job application.

**We regret to inform that only shortlisted candidates would be notified.**

Amy Wong Siew Chen

Registration Number: R22108344

EA Licence No: 06C2859 (MCI Career Services Pte Ltd)

Who We Are:

Omnicom Public Relations Group is a global collective of three of the top global public relations agencies worldwide and specialist agencies in areas including public affairs, marketing to women, fashion, global health strategy and corporate social responsibility. It encompasses more than 6,000 public relations professionals in more than 330 offices worldwide who provide their expertise to companies, government agencies, NGOs and non-profits across a wide range of industries. Omnicom Public Relations Group is part of the DAS Group of Companies, a division of Omnicom Group Inc. that includes more than 200 companies in a wide range of marketing disciplines including advertising, public relations, healthcare, customer relationship management, events, promotional marketing, branding and research.

As a talent-centric workplace, we recognize that we’re only as good as our people. And our people are outstanding. Every day, we strive to attract, retain and grow the very best talent in the industry, and bring their passion, creativity and smarts to bear for our clients.

The Opportunity:

Omnicom Public Relations Group Singapore is actively sourcing for an experienced Talent Development Director. With a strong focus on talent acquisition, this role will drive progressive people-first recruitment and action best of class employee relations programmes. Working closely with our senior leadership team, the ideal candidate will drive consultative, informed, and data-driven strategies across all relevant talent development focus areas.

What you’ll do:

• Manage the full-cycle 360 recruitment process across all levels of candidates and teams. From our public relations, digital, and creative teams, to support staff, to our internship talent pool, you will be the key recruitment expert for our Singapore office.
• Provide data-backed counsel to senior leadership about trends in the marketplace, competitive intelligence, and strategic recommendations for attracting the best talent and raising the profile of Omnicom Public Relations Singapore as a true employer of choice.
• Manage, streamline, and improve recruiting tools and systems (i.e., applicant tracking system, job postings, reference checking, referral process)
• Ensure a consistent talent acquisition process is followed across practices to ensure clarity for both internal stakeholders and candidate for best of class recruitment processes
• Oversight on areas such as promotion and salary review cycles, hire requests, employee benefits, and more
• Be an employee relations champion, a trusted and key point of the contact to enable constructive communication feedback channel for employees, practice leads, and leadership team
• Actively identify gaps, with solutions-based risk assessments and resolution plans
• Design succession plans for key talent and positions
• Manage, mentor, and grow your team of talent development experts

What you’ll receive:

• A progressive, growth oriented environment to propel your career in talent development and acquisition in a fast paced, dynamic, and rewarding environment:
• Ability to drive the talent development strategy in partnership with a caring, experienced, people-first leadership team
• A strong coaching and collaboration culture.
• A highly committed, intelligent, and driven team.
• Career progression as you perform at the highest levels.
• Competitive remuneration and attractive benefits.
• Work within a true multinational brand with access to stakeholders across our global network.

What you’ll need:

• 10 years or more of experience driving talent acquisition and human resources
• Experience working with senior leadership and driving senior leadership communication
• Team player with prior experience leading a team
• Strong communication skills inclusive of presentation skills
• Negotiation and influencing skills with ability to drive complex salary and career discussions with potential candidates and existing employees
• Project and change management skills
• Strong time and priority management skillset
• In-depth understanding of Singapore labour and employment law, inclusive of Ministry of Manpower processes and work pass applications
• Ability to communicate clearly and focus on results, with a positive and professional disposition in every situation.
• A point of view, and a proven ability to propose solutions and present ideas in a persuasive and compelling manner.

About us:

OPRG Singapore is a strengths-first organization that believes our staff operate at their best when they can nourish their lives with meaningful activities both in and out of the workplace. In addition to basic salary, our staff enjoy a discretionary 13-month bonus, medical/dental coverage including critical illness cover, and free access to a trained psychologist/counsellor through our Employee Assistance Program.

Our leadership team has designed and codified thoughtful work/life programs to ensure our staff have the opportunity to find balance while thriving with OPRG. Our formal work-life harmony guidelines outline our commitment to your personal time. Leave programs include, annual leave, birthday leave, alternate week BlueSky (early close) Fridays, Family Care leave (so staff can be with loved ones when it's most critical - and it includes pets!), and sabbatical leave for long-service. In 2021, we piloted a "meeting-free Friday" program, with the aim to offer one day where staff can focus on their priorities - to have creative quiet, the space to be strategic, or even just uninterrupted time to focus on important heads-down work. This program was overwhelmingly popular and we have continued in 2023.

Our learning and development programming includes a mentorship program, Strengths-training and various leadership trainings offered both locally and from our regional network (Emerging Manager, Leadership, Resilience workshops) as well as a host of local skills-based trainings to help you develop writing, presenting, and other areas in your specific functional expertise.

Permanent Position with Public Healthcare sector

Job Responsibilities:

• Develop and implement an end-to-end view of Critical Resources to drive optimisation efforts, in both peace and non-peacetime
• Drive existing and future resource optimization initiatives
• Be part of Crisis Command Centre and Emergency Planning in the event of emergencies
• Other relevant duties and projects as assigned

Looking for:

• Singaporeans only
• Min. Degree in any field of study
• Prior 3 years of relevant work experience in administration / project management
• Managing frontline staff will be an added advantage.
• Experienced in project, resource planning and management.

Interested candidate may apply via email to spcc@scientecpersonnel.com. All job applications will be processed with strict confidence and only shortlisted candidate will be contacted.

Chloe Chew (R1768631)

ScienTec Consulting (ScienTec Personnel) - 11C5781

The incumbent assists the Director of Human Resources in performing the day-to-day responsibilities associated with human resources operations. Duties of the position include, but are not limited to:

1. Utilizes an onboarding and/or automated web-based application systems (e.g. CareerBuilder, Workforce Transformation Tracking System/Entry on Duty System (WTTS), Federal Personnel and Payroll System (FPPS), Oracle Business Enterprise Edition (OBIEE), etc.) to post vacancy announcements, perform qualifications review, rank applicants, develop selection criteria, process personnel actions, assure appropriate documents and forms are completed prior to entrance on duty and to produce and maintain other HR data, records, and reports.
2. Assists managers and employees with information and interpretation of PDS's benefits administration, compensation, wage administration, staffing, verification of employment, position management procedures, practices, policies and guidelines.
3. Serves as an organization resource on issues involving the PDS pay system. Consults with managers and supervisors on a wide range of compensation issues including current and previous pay setting practices. Interprets and applies pay rules and regulations. Resolves or recommends resolution to pay setting discrepancies.
4. Counsels management officials, employees, and beneficiaries on federal program coverage, options, variance in coverage, advantages and disadvantages of various options. Interprets and explains federal retirement and insurance laws and regulations.
5. Provides individual retirement counseling and performs calculations. Provides information on federal retirement options, eligibility requirements, health and life insurance implications, the impact of prior government or military service, divorce and remarriage, the role of Social Security, and the implications of retirement savings plans.
6. As necessary, assists supervisors and employees from assigned organizations with the provisions of the workers' compensation program.
7. Counsels management officials, and employees on payroll matters to include, but not limited to resolution of timekeeping discrepancies involving the corrections of timesheets, providing general and specific guidance for timekeeping and the usage of the QuickTime payroll system.
8. Performing leave audits for staff to be used for maternity leave usage projections, leave without pay and leave of absences and to resolve related QuickTime Time and Attendance and/or Payroll Issues.
9. Identifies and tracks anticipated personnel actions, such as promotions, within-grade increases, actions with not-to-exceed dates, etc. Prompts required supervisory approvals and requests or initiates personnel actions to ensure timely processing for appropriate effective dates.
10. Requests or initiates personnel actions documenting appointments of new employees in assigned organizations and ensures each is properly recorded.
11. Receives and researches questions from supervisors and employees concerning aspects of human resources programs and processes.
12. Reconciles employee records based on periodic reviews or findings from external audits. Reviews actions affecting employee status, particularly pay, to identify discrepancies. Highlights errors found and recommends or initiates corrective action.
13. Utilizes and assists in the administration of the organization's electronic Official Personnel Folder (e-OPF) System.
14. Recommends input for PDS human resources policies and operating procedures. Conducts research. Drafts human resources polices and operating procedures at the direction of the Director of Human Resources.
15. Assists the Director of Human Resources in handling employee relations cases. Provides management and supervisor consultation and operational guidance on issues related to employee relations.
16. Assists with administering the PDS position classification program. Works with and advises management officials on establishing new positions and on revising existing positions. As necessary, conducts desk audits. Evaluates positions against established standards and guides to determine the appropriate classification for each position reviewed. Provides information, advice, and assistance to managers and supervisors on all aspects of the position classification system.
17. Acts as a strategic partner to apply analytical, qualitative, or quantitative techniques in order to recommend creative, innovative and integrated solutions to resolve complex human capital matters. Conducts data analysis and reporting requirements.
18. Performs comprehensive data analysis to include, but not limited to workforce planning, leave projections, and trend analysis.
19. Other duties as assigned.

Evaluation Factors:
You will be evaluated on the following Competencies for this position:

• Analytical Thinking.
• Customer Service.
• Talent Acquisition.
• HR Information Systems - FPPS, WTTS, QuickTime System, and eOPF.
• Communications - Written and Oral.

Starting at $94,199 Per Year (PD 12-13)

The incumbent assists the Director of Human Resources in performing the day-to-day responsibilities associated with human resources operations. Duties of the position include, but are not limited to:

1. Utilizes an onboarding and/or automated web-based application systems (e.g. CareerBuilder, Workforce Transformation Tracking System/Entry on Duty System (WTTS), Federal Personnel and Payroll System (FPPS), Oracle Business Enterprise Edition (OBIEE), etc.) to post vacancy announcements, perform qualifications review, rank applicants, develop selection criteria, process personnel actions, assure appropriate documents and forms are completed prior to entrance on duty and to produce and maintain other HR data, records, and reports.
2. Assists managers and employees with information and interpretation of PDS's benefits administration, compensation, wage administration, staffing, verification of employment, position management procedures, practices, policies and guidelines.
3. Serves as an organization resource on issues involving the PDS pay system. Consults with managers and supervisors on a wide range of compensation issues including current and previous pay setting practices. Interprets and applies pay rules and regulations. Resolves or recommends resolution to pay setting discrepancies.
4. Counsels management officials, employees, and beneficiaries on federal program coverage, options, variance in coverage, advantages and disadvantages of various options. Interprets and explains federal retirement and insurance laws and regulations.
5. Provides individual retirement counseling and performs calculations. Provides information on federal retirement options, eligibility requirements, health and life insurance implications, the impact of prior government or military service, divorce and remarriage, the role of Social Security, and the implications of retirement savings plans.
6. As necessary, assists supervisors and employees from assigned organizations with the provisions of the workers' compensation program.
7. Counsels management officials, and employees on payroll matters to include, but not limited to resolution of timekeeping discrepancies involving the corrections of timesheets, providing general and specific guidance for timekeeping and the usage of the QuickTime payroll system.
8. Performing leave audits for staff to be used for maternity leave usage projections, leave without pay and leave of absences and to resolve related QuickTime Time and Attendance and/or Payroll Issues.
9. Identifies and tracks anticipated personnel actions, such as promotions, within-grade increases, actions with not-to-exceed dates, etc. Prompts required supervisory approvals and requests or initiates personnel actions to ensure timely processing for appropriate effective dates.
10. Requests or initiates personnel actions documenting appointments of new employees in assigned organizations and ensures each is properly recorded.
11. Receives and researches questions from supervisors and employees concerning aspects of human resources programs and processes.
12. Reconciles employee records based on periodic reviews or findings from external audits. Reviews actions affecting employee status, particularly pay, to identify discrepancies. Highlights errors found and recommends or initiates corrective action.
13. Utilizes and assists in the administration of the organization's electronic Official Personnel Folder (e-OPF) System.
14. Recommends input for PDS human resources policies and operating procedures. Conducts research. Drafts human resources polices and operating procedures at the direction of the Director of Human Resources.
15. Assists the Director of Human Resources in handling employee relations cases. Provides management and supervisor consultation and operational guidance on issues related to employee relations.
16. Assists with administering the PDS position classification program. Works with and advises management officials on establishing new positions and on revising existing positions. As necessary, conducts desk audits. Evaluates positions against established standards and guides to determine the appropriate classification for each position reviewed. Provides information, advice, and assistance to managers and supervisors on all aspects of the position classification system.
17. Acts as a strategic partner to apply analytical, qualitative, or quantitative techniques in order to recommend creative, innovative and integrated solutions to resolve complex human capital matters. Conducts data analysis and reporting requirements.
18. Performs comprehensive data analysis to include, but not limited to workforce planning, leave projections, and trend analysis.
19. Other duties as assigned.

Evaluation Factors:
You will be evaluated on the following Competencies for this position:

• Analytical Thinking.
• Customer Service.
• Talent Acquisition.
• HR Information Systems - FPPS, WTTS, QuickTime System, and eOPF.
• Communications - Written and Oral.

Starting at $94,199 Per Year (PD 12-13)

The incumbent assists the Director of Human Resources in performing the day-to-day responsibilities associated with human resources operations. Duties of the position include, but are not limited to:

1. Researches employment records for applicability to federal career, e.g. adjustment in service computation dates. Provide individual retirement counseling. Analyzes information to establish the length and type of creditable service, and prepare retirement annuity estimates for employees. Research regulations and records and advise employees on the buyback of creditable time for retirement. Provides technical expertise on complex retirement coverage issues including, but not limited to, creditable service for employees formerly employed in the District of Columbia Government, and specific benefits provisions affecting current and former PDS employees as stipulated by federal law. Determine the amount of retirement contributions, refunds of contributions, payments, and repayments needed for service credit to include military deposits, and whether all special requirements and conditions applicable to the type of case have been met; and whether the requirements for payment of a survivor annuity or lump sum are satisfied. Assist employees in the preparation of retirement applications and related documents.
2. Conducts off-boarding of employees whether as terminations, separations or transfers. Ensure employees are apprised of what happens to their benefits upon their separation from PDS (or if they transfer to a Federal agency). Processes all necessary separations paperwork. Conducts exit interviews with employees and ensures off-boarding processes and procedures are followed.
3. Completes benefits related personnel actions in the Federal Personnel and Payroll System (FPPS) and Workforce Transformation and Tracking System (WTTS). Serves as administrator in the e-OPF system and other systems related to employees' records and benefits (Employee Express, Employers' Edge (unemployment), GRB, DPRW/NFC, etc.)
4. Manages and monitors Office of Worker's Compensation (OWCP) Program and develop programs and processes to help reduce OWCP costs by coordinating with employees, DOL, medical professionals, and supervisors to return employees to work as soon as medically possible. Use the e-Comp system as an Agency Maintenance User (AMU) to maintain administrative function of the system.
5. Develops, modifies, and conducts presentations of basic and/or refresher training in employee benefits programs such as workers' compensation, retirement, TSP, EAP, etc.
6. Provides information on PDS's available employee benefits, retirement, and leave programs. Utilize web-based personnel, timekeeping, and data retrieval systems to identify, document, and affect required actions.
7. Administers PDS's leave program including Family Medical Leave (FMLA), Paid Parental Leave, Leave Share/Voluntary Leave Transfer, Bereavement Leave, etc.
8. Receives and researches questions from supervisors and employees concerning aspects of human resources and employee benefits programs and processes. Respond with thorough explanations citing regulations, operating directives, or past practices that provide clients with additional information. When research reveals errors in the record, recommend or initiate necessary corrective action(s).
9. Serves as lead on PDS-wide initiatives and oversee ongoing Work Life Services and Employee Programs management (Telework, Employee Assistance Program, Health and Wellness, New Employee Orientation, Work Life Services, etc.) across PDS.
10. Establishes productive working relationships with counterparts and senior level officials throughout PDS, with representatives of governmental or private sector organizations providing services to PDS.
11. Conducts analysis with benefits data mining; quantitative and qualitative analysis for assessing complex benefits issues and programs within Oracle Business Intelligence Enterprise Edition (OBIEE)/Datamart System to generate reports to help with these analyses.
12. Perform other duties as assigned.

Starting at $94,199 Per Year (AD 12-13)