Responsibility

Executive Leadership
• Provide proactive inputs on all human resources and learning related issues to
the CHRO and the Board of Directors
• Motivate and develop the Corporate HR team to become human resource business partners and functional experts to design and implement best practices and services that meet the needs of internal clients and facilitate the achievement of company's strategic goals.
• Strengthen the people systems, processes, and infrastructure to support the achievement of company's vision, mission, and values
• Assist the CHRO to lead the effective implementation of human resources management across the Organization
• Foster teamwork and communication among staff in the Organization.
• Ensure alignment and effective implementation of strategic initiatives through
smart organizational design and strong change management practices

Talent Selection, Development & Retention
• Develop a system-wide, internal and external candidate sourcing strategy to build diverse applicant pools and selection processes that align with the organization’s needs.
• Develop innovative recruiting strategies and tools that will continue to attract and retain key talent, with an emphasis on diversity and support service goals and growth plans.
• Strengthen programs and systems that support leadership development, an effective leadership review process, and the ongoing development of managers.
• Build a learning strategy that drives improvement in the workforce, pursue potential, enhances engagement, and fulfills the learning goals of organization.

HR Infrastructure and Performance Management
• Develop a performance management system that fosters improved performance, increased communication and is aligned with compensation practices.
• Craft talent acquisition strategies to build strong pipelines for future hiring needs.
• Provide thought leadership and oversight for the development and delivery of compensation, incentive and benefits programs at all levels, ensuring market competitiveness and reflection of the organization’s compensation policy.
• Formulate career development plans for leaders and staff.
• Promote inclusion in the workplace and reinforce our position as an equal opportunity Employer in Myanmar
• Ensure our hiring, onboarding and management procedures are effective for diverse groups
• Lead employer branding efforts (like recruitment marketing)
• Supervise HR leaders and executives
• Ensure HR plans align with the organization’s overall mission and business
objectives
• Evaluate training and development programs
• Supervise HR leaders and executives
• Develop HR policies for all subsidiaries, branches and regions
• Analyze the effectiveness of our HR policies, procedures and tools