HR Specialist

As an HR Specialist at Lendi Group, you'll take charge of managing complex employee relations cases, offering sound HR advice, enhancing our health and safety practices, and driving remuneration initiatives. Your role involves building strong relationships with business leaders to deliver effective HR solutions and ensuring compliance with employment laws in the APAC region.

The HR Specialist position at Lendi Group requires extensive experience in managing complex employee relations cases, strong project management skills, and a deep understanding of employment law within the APAC region. A proactive mindset and the ability to work independently in a fast-paced environment are also essential qualifications.

Lendi Group prioritizes employee wellbeing through various initiatives for the HR Specialist role, including holistic programs that cover medical, mental health, and financial wellbeing services. Our culture promotes psychological safety, and we also offer generous paid parental leave and additional loyalty leave for long-term employees, ensuring that our team members thrive at work and home.

At Lendi Group, the onboarding process for an HR Specialist is comprehensive and supportive. New hires are introduced to the People Operations team and the company's vision, values, and culture. You'll receive necessary training and resources to help you understand your responsibilities and integrate smoothly into the environmental dynamics of our thriving organization.

Working as an HR Specialist at Lendi Group opens numerous opportunities for professional growth. You’ll engage in dynamic HR projects, gain exposure to leadership discussions, and enhance your skills in areas such as compliance, remuneration, and employee relations, preparing you for future leadership roles within the organization.

In my previous role, I managed several complex employee relations cases successfully by following a structured approach. I assessed each case independently, ensured compliance with labor laws, and provided actionable solutions while maintaining a respectful and supportive dialogue with all parties involved.

To ensure compliance with health and safety regulations, I conduct regular audits and risk assessments, stay updated with the latest laws, and train employees on best practices. I also collaborate with relevant stakeholders to bridge any knowledge gaps and improve safety protocols continuously.

Building trust with business leaders requires clear communication, active listening, and a deep understanding of their needs. I approach this by offering data-driven HR insights, providing expert advice, and demonstrating reliability in delivering solutions that align with company goals.

For effective remuneration benchmarking, I utilize comprehensive market data to analyze pay structures, ensure pay equity, and align compensation practices with industry standards. I also engage with stakeholders to collect their feedback and adjust our strategies accordingly.

One successful HR project I managed involved implementing a new performance review process. I spearheaded this initiative by conducting a needs assessment, gathering employee input, redesigning the review format, and facilitating training sessions to ensure all leaders understood the new approach. As a result, we saw improved engagement in performance discussions.

I actively participate in HR networks, attend workshops and seminars, and subscribe to specialized publications and online resources. This continuous learning allows me to stay informed about best practices, employment law changes, and industry trends to apply this knowledge effectively in my role.

Handling performance management issues involves a structured approach: I begin by gathering data and feedback, then meet with the concerned employee to discuss performance expectations and gaps. Together, we develop an action plan while providing the necessary support and resources to help them improve.

In my past roles, I've led several remuneration reviews, collaborating with finance and managers to analyze compensation data and market benchmarks. My focus is on ensuring fairness and transparency while proposing adjustments based on performance and market conditions.

To integrate HR systems effectively, I would first analyze existing processes to identify inefficiencies. Then I'd work with IT and relevant stakeholders to select and implement a suitable HRIS that addresses our needs, train staff on the new system, and monitor performance to ensure seamless transition and usability.

Fostering a positive employee experience involves creating an inclusive environment where employees feel valued. I promote open communication, establish supportive mentorship programs, and regularly solicit employee feedback to continually improve workplace culture and address concerns promptly.