HR assistants for virtual clerical duties from recruitment; write and placing job postings to onboarding, background checks; new hire orientation to IT set up . Find Human Resources (HR) WFH freelancers on February 02, 2023 who work remotely. Read less
In most organizations, a Human Resource Advisor will support managers, line managers and staff on a range of HR activities, organizational development and employee related queries. They build and maintain trusting relationships across the People and Capability community both internally and externally within the local community. They coach managers on complex performance management activities, whilst navigating Employee Relations (ER) and Industrial Relations (IR) risks.
They proactively contribute to the development, implementation and monitoring of policies and procedures based on relevant legislation and contemporary Property & Culture (P&C) management practices. As a critical support to any business, the HR person acts as a project lead on new business, change in process, addressing employee grievances and other Property & Culture advisory tasks. By use of appropriate systems, they maintain and track P&C related activities. Moreover, they will demonstrate flexibility & efficiency to support the business, to ensure deliverables are achieved with ease.
In addition to usually an advanced university degree (Master's degree or equivalent degree) in public or business administration; human resources management, they usually have hands-on experience in administration of complex staff entitlements and benefits, such as education grant and dependency allowance; Experience with Enterprise Resource Planning (ERP) system and on-boarding HR platforms and enough legal knowledge in the relevant industry related to day-to-day management of team members, reducing legal risks, and ensuring regulatory compliance (Federal, State and local laws, including Title VII, Wage & Hour, Leave of Absence regulations, gender discrimination and nationality issues) to be a case advisor consulting with employees in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements and reviews cases involving outside financial obligations of staff. Knowledge should extend to assisting with all compliance initiatives, HR KPIs and HR policy guidance and interpretation; and day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
The HR manager should be familiar with the human resources information system (HRIS) for data entry of new hires, promotions, compensation changes, escalating inquiries as needed, supervisor changes, transfers and terminations into third-party systems. Ensure all team member data changes are entered quickly and accurately and appropriate internal departments are notified as necessary. They should be able to effectively manage conflict, fairly investigate and ensure successful outcomes.