面議（經常性薪資達4萬元或以上） 台北市士林區 5年工作經驗 1天前更新
Job Summary:
The Senior HR Manager – EmployeeRelations and Compliance plays a crucial role in managing and overseeingvarious aspects of employee matters, wellness initiatives, policy managementand compliance within the HR department. Reporting directly to the HR Director, this position supervises the HR Officer responsible for vetting and compliance.
Key Responsibilities:
Employee Relations & Disciplinary Procedures:
- Managing Employee Complaints: Assisting the HR Director in handling complaints from employees, ensuring that they are addressed promptly and fairly.
- Mediating Disputes: Playing a crucial role in resolving conflicts between employees or between employees and management. This involves facilitating discussions and finding mutually agreeable solutions.
- Managing Disciplinary Issues: Overseeing disciplinary actions, which may include issuing warnings, suspensions, or terminations when necessary. Ensuring that all disciplinary measures are consistent with company policies and legal requirements.
- Assisting with Investigations: Supporting investigations into employee misconduct or other workplace issues. This includes gathering evidence, interviewing involved parties, and documenting findings.
- Legal Matters Related to Employees: Helping with legal issues that arise in relation to employees, such as compliance with labor laws, handling grievances, and ensuring that disciplinary actions are legally sound.
- Supporting Employee Exit Interviews: Conducting exit interviews to gather feedback from departing employees, which can be used to improve workplace practices and address any underlying issues.
Employee Wellness & DEIB Initiatives:
- Manage workplace-related DEIB initiatives and legal compliance.
- Oversee employee events planning and organization, wellness programs, and Employee Assistance Program (EAP).
- HR events, staff outings, and collaboration with the faculty sunshine committee.
- Coordinate with the Occupational Nurse for statutory health checks.
Compliance & Policy Management:
- Manage the employee handbook and policies, assisting with policy updates as needed.
- Work with the HR Director to regularly review and update policies related to employee conduct, compensation, leave, benefits, and other HR-related areas.
HR Operations and Support:
- Assist in Faculty Advisory Committee meetings, communications, and event coordination.
- Manage Support Staff Labor Management Meetings (SSLMM) requirements.
- Provide administrative support to the HR Director.
- Assist the HR Director with Faculty Advisory Committee meeting coordination and associated communications, provide administrative support, and attend meetings on behalf of the Director as needed.
Employee Background Checks & Verification:
- Oversee background checks, employment verification, and assist with reference checks.
- Maintain records and track employee evaluations and professional development.
HR Staff Supervision and Leadership:
- Supervise HR Officer – Vetting and Compliance, providing leadership and supervisory support to ensure the successful delivery of HR office daily routines, support systems, and HR processes are completed as per school policies and the agreed expectations and timelines.
- Provide guidance and support to HR team members as well as HR administrative support to the School Administration as required per the agreed designation when the HR Director is not available or away on leave.
- Provide effective administrative support relative to support staff employment compliance, employee assistance, leave entitlement, and eligibility inquiries and questions.
Employee Supervision and Professional Pathways
- Overseeing the support staff annual evaluation process to ensure that support staff performance is assessed fairly and consistently, including but not limited to timely conducting and documenting of regular evaluations, providing constructive feedback to support staff and or their supervisors based on their performance evaluations.
- Mandatory Training: ensuring that all support staff complete required training programs, including but not limited to identifying training needs and training programs, coordinating training and development sessions/activities, monitoring and tracking the completion of support staff training programs to ensure compliance.
Professional Pathways:
- Supporting the career development of support staff by providing opportunities for growth and advancement, including but not limited to professional development and training plans, implementing development plans that align with their professional goals and the needs of the organization.
- Assist HR Director in tracking the completion of professional staff professional pathways documentations (faculty and administrators).
- Professional Development Opportunities: Identifying and providing access to professional development opportunities such as workshops, conferences, and training programs.
- Oversee the support staff Performance Improvement Plans (PIP) that involve supporting the supervisors in developing and implementing plans to help support staff improve their performance and regularly reviewing the progress of employees on PIPs and providing ongoing support and feedback.
Other HR initiatives and projects assigned
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