HR Strategy, Leadership and CoordinationDevelop a strategic approach to human resource development and management to ensure the effective implementation of operational plans.Develop appropriate human resource policies and standards to ensure effective, fair and equitable management of staff throughout the organization.Coordinate and monitor the administration of all human resource activities.RecruitmentControl the recruitment processBuilds talent pool by awareness of key talent and next generation talent.Stay abreast of market data for salaries to assist with salary planning and benchmarking for new rolesCoordinates recruitment with external suppliers (contingent workforce, search firms, job posting agencies, temporary staffing agencies etc.).Talent Management & RetentionWorking with the regional and global HR team on MullenLowe’s talent management strategy and the annual talent review process.Support, communicate and advise senior management on their talent development initiatives.Training and Development Works in line with IPG and MullenLowe regional/global resources to promote and arrange delivery of training that is directly relevant and beneficial to the operations.Manage the annual training and development plan and budget and ensure that all individual training plans are followed up.Performance ManagementTo coordinate the performance management of employees of the agency including job description formulation, assessments and promotions.Implementing performance appraisals, training and feedback across the agency in line with regional/global HR standards.Drive best practice and act as counsel to management on all issues of employee performance.Employment Legislation Strives for up to date employment policy in line with local legislation and IPG and Lowe policy.Continual policy and process development, and amending and implementing policies and procedures in line with IPG benchmarks and employment law regulation.

Manage all aspects of HR jobs, including recruitment, employee benefits and social insurance, orientation, performance review, termination, arbitration, employee training, employee relation etc.;Support the GM in budget control and help to identify, prioritize and build organizational structure and processes;Training team to ensure that group HR programs are delivered efficiently and effectively;Be the go-to person in all matters of HR;Be a business partner. Engage in business and offer insights beyond just HR.