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Head Of Human Resources

Founded in 2018, Pluang pioneered the concept of making saving and investing more inclusive – more affordable and accessible to more people through our micro investment products. Our mission today remains the same – we measure our success by the value we deliver to our customers, whether by structuring and/or providing access to more financial products through which our customers can get closer to their financial goals.

We believe that everyone – across income and educational background – should have access to products that can help them save and invest towards a better future.

The HR team currently comprises 5 colleagues but we are growing this to 10 over the coming months. While operating a full service HR model, there is an immediate focus on supporting rapid expansion of the business – Pluang currently has ~100 people and we’re looking to more than double this by the end of 2021.

Responsibilities

Pluang is growing rapidly and requires a Head of HR to manage the HR team to deliver on all aspects of Human Resources through this period of hyper growth:

Organisation design and strategic workforce planning

  • Advise the Leadership Team (LT) on the appropriate size (headcount) and shape (function, seniority, location) of the company over the medium to long term (‘Target Operating Model’).
  • Predict future workforce needs based on the company’s long-term strategic plan and create a “buy, build, borrow” strategic people plan to meet these requirements.

Hiring and onboarding

  • Agree the requirements of each new role through a business needs discussion with the hiring leader, preferably documented in a JD.
  • Source and agree candidate shortlists with hiring managers.
  • Guide managers on the appropriate assessment and selection process and decision for each hire.
  • Onboard successful candidates, ensuring they have a seamless experience and are ready to make an impact from Day 1.

Performance management, employee relations and off-boarding

  • Advise leaders on how to ensure expectations with their teams are clear and that 360 feedback is a continuous process throughout the year.
  • Act as an ‘honest broker’ in assessing disagreements between colleagues and leaders, ensuring fair accountability is always observed.
  • Off board colleagues in a manner in an efficient yet sensitive manner, and gain insights from them as they leave.

Culture

  • Promote a culture of psychological safety consistent with the Company’s values.
  • Create and implement, with the LT, a Diversity, Equity and Inclusion strategy.
  • Foster, with the LT, a good conduct culture inline with the Company’s Code of Conduct.
  • Implement a regular engagement survey to assess alignment with the company’s values, and take the lead on action planning.

People capability

  • Create learning infrastructure across the company that colleagues can draw on to meet their development objectives. This would include online, face-to-face, ‘on the job’ formats and experiences.

Succession planning

  • Assess colleagues’ potential to fill LT roles, consistent with the Target Operating Model, and advise leaders on how they may create career plans to maximize their readiness for such positions.
  • Assess the risk posed by gaps in succession and advise the LT accordingly.

Reward and benefits

  • Create a pay strategy and structure that balances the ability to attract the best talent with affordability.
  • Run the company’s annual reward and incentives review process.
  • Guide hiring leaders on pay offers and market benchmarks.
  • Ensure benefits meet colleagues core needs, are aligned to market, and are administered to the highest standards.
  • Ensure that pay exceeds local living wage levels, meets agreed gender equality and gender pay gap objectives.

HR systems, data and analytics

  • Implement HR MIS infrastructure that enables self-service with intuitive UX, and delivers fast, accurate and insightful data.

Payroll

  • Partnering with Finance, ensure colleagues are paid accurately and on time.
  • Working with Finance and Compliance, ensure all ‘people’-related reporting to, tax authorities, and labor ministries, is provided on a timely and accurate basis.

Requirements

    • Demonstrated skills that support the subject matter areas above
    • A working experience and understanding of employment law and practices in Indonesia, Singapore and India
    • Strategic thinking combined with being comfortable getting ‘hands on’, particularly in terms of Talent Acquisition
    • Resilience – HR often deals with emotionally sensitive topics
    • Experience in a hyper-growth environment preferred, familiar with Agile principles, OKRs etc





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