Key Account Executive

Roles and responsibilities

Employee Advocate:

Serve as a liaison between employees and management, ensuring that employee concerns are heard and addressed.

Promote a positive work environment and employee satisfaction.

Strategic Partner:

Align HR strategies with the organization’s goals and objectives.

Provide insights and recommendations to management on HR-related matters.

Administrative Expert:

Ensure the smooth operation of HR processes and systems, including data management, compliance, and policy enforcement.

Change Agent:

Facilitate organizational change initiatives by providing support and guidance to employees during transitions.

Promote and manage change within the organization to improve HR practices.

Responsibilities:

Recruitment and Staffing:

Post job advertisements, screen resumes, conduct interviews, and coordinate the hiring process.

Manage onboarding processes to ensure new hires are integrated smoothly into the organization.

Performance Management:

Coordinate the performance appraisal process, including setting timelines, guiding managers, and ensuring consistency.

Assist in the development of performance improvement plans for underperforming employees.

Support the implementation of goal-setting initiatives and continuous feedback.

Training and Development:

Identify employee training needs and organize relevant training sessions.

Develop and deliver training programs on topics such as company policies, leadership, and professional development.

Monitor the effectiveness of training programs and make adjustments as necessary.

Employee Relations:

Address employee concerns and grievances in a timely and professional manner.

Conduct investigations and resolve workplace conflicts.

Promote open communication channels between employees and management.

Compensation and Benefits Administration:

Administer payroll and manage employee benefits programs, including health insurance, retirement plans, and leave policies.

Conduct salary benchmarking and ensure the organization’s compensation practices are competitive and fair.

Handle employee inquiries related to compensation, benefits, and payroll.

Finance Reconciliation:

Review of Payroll Records: Verify that all employee payroll records for [Month/Period] are accurate and match the amounts processed by the Finance Department.

Benefits and Allowances: Ensure all approved benefits and allowances have been properly disbursed to eligible employees.

Outstanding Payments: Identify any pending or outstanding payments, if applicable, and coordinate with Finance for resolution.

Documentation Submission: Provide any supporting documents required for reconciliation, including approvals for payments, adjustments, or corrections.

Desired candidate profile

HR Compliance:

Ensure compliance with labor laws, company policies, and regulations.

Maintain up-to-date employee records, including contracts, performance reviews, and disciplinary actions.

Prepare and submit required HR reports and documentation to regulatory bodies.

Health and Safety:

Implement and monitor workplace health and safety programs.

Conduct regular safety audits and ensure compliance with occupational health and safety regulations.

Address and resolve workplace safety concerns and incidents.

HR Data Management:

Manage HR information systems and ensure accurate data entry and record-keeping.

Generate and analyze HR metrics and reports to support decision-making.

Maintain confidentiality and integrity of employee data.

Employee Engagement and Retention:

Develop and implement employee engagement programs and initiatives.

Conduct employee satisfaction surveys and analyze the results to identify areas for improvement.

Implement strategies to improve employee retention and reduce turnover.

Policy Development and Implementation:

Assist in the development and revision of HR policies and procedures.

Communicate HR policies to employees and ensure they are understood and followed.

Provide guidance to management on policy interpretation and application.

Daily HR Operations:

Manage day-to-day HR tasks, including responding to employee inquiries, processing HR transactions, and maintaining HR records.

Documentation:

Prepare and maintain documentation related to employee relations, performance management, and disciplinary actions.

Reporting:

Generate reports on HR metrics, such as turnover rates, employee demographics, and training effectiveness.

Support Management:

Provide HR support to managers and supervisors on various HR-related issues and challenges.

Employee Onboarding:

Conduct orientation sessions for new employees, introducing them to company policies, culture, and benefits.

Exit Processes:

Manage employee exit processes, including conducting exit interviews and processing final settlements.

Continuous Improvement:

Stay updated on HR best practices and trends to continuously improve HR processes and initiatives.

Qualification:

Bachelor’s Degree:

In Human Resources, Business Administration, Psychology, or a related field. A degree in HR is preferred.

Experience and skills:

2-5 years of experience in a generalist HR role or a related HR function.