Talent Development Policy Review and revise Talent Development Policy in regular base under the guidance of Talent Development Senior Manager or Director.  Execute all Talent Development Intervention in compliance with Talent Development Policy to become credible partner and Talent Leader of the organization. Talent Development – L&D Program Design unique and effective LNA to implement across OML for systematically identified training calendar, IDP, and training intervention design after analysing collected data from LNA.  Arrange and manage effective training program from training calendar as per timeline in order to develop competent employee in terms of hard and soft skills.  Monitor and analyse the effectiveness of each training intervention to be able to see the results such as ROE and ROI.  Assess and utilize e-Learning solutions and other learning interventions where appropriate in conjunction with Talent Development Director, develop new or improve existing learning programs based on the 70-20-10 development philosophyVendor Management Build and maintain relationship with vendors to get best services compare to other clients Register the vendor list on data base and keep record the available services and products of each vendors in order to have updated and contemporary products and services, and data mining  Monitor and evaluate the efficiency and effectiveness of each vendor. Data Base and Report Keep the talent development data base update for management report and necessary analysis which can help management get insight and making decision.  Prepare the talent development report to talent development director in time (weekly, monthly, quarterly, annual analysed reports)Special Project Involve in the special projects under the guidance of Talent Development Director: National Employee Development (Nationalization) Succession Planning  Leadership Development Competencies DevelopmentEnsure to meet project timeline

• Conduct weekly meetings with respective business units.• Consult with line management providing HR guidance when appropriate.• HR metrics measurement, monitoring and tracking• Implement Culture Change processes• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.• Conduct the Performance Management process within group of assigned responsibility• Collect ongoing information regarding satisfaction of employee on salary packages and wage, working conditions etc.• Implementation of tactical plans targeted at improving employee performance and engagement• Recruitment and selection process administration• Onboarding of new staff• Effective head count management• Provide guidance and input on business unit restructures, workforce planning and succession planning.• Implement training plans drawn up.• Participate in evaluation and monitoring of success of training programs. Follow- up to ensure training objectives are met.• Provide input for the development of the company budget and monitor departmental utilization.• Payroll Administration• Implementation of a welfare and benefits package• Implementation of employee wellbeing initiatives• Provide HR Policy guidance and interpretation• Maintain and update policy manuals as well as employee handbooks as needed.• In-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required• Manage and resolve complex employee relations issues.• Industrial relations• Employee file and data management – creation, maintenance and storage of records• Tracking & Reporting of monthly leave utilization Controlling Petty Cash,  Maintaining Office Assets,