Senior People Operations Specialist Foodics

1. Employee Lifecycle Management:

• Own the end-to-end employee journey, including preparing and issuing legally compliant employment contracts, offer letters, and amendments.
• Manage comprehensive onboarding and orientation programs, ensuring a stellar first-day experience.
• Administer employee status changes, handling promotions, transfers, and related documentation.
• Conduct offboarding procedures including exit interviews, final settlements, and issuance of experience certificates.
• Manage all employment-related letters and documentation with the highest level of accuracy and confidentiality.

2. Payroll, Benefits & HRIS Management:

• Prepare, verify, and submit accurate payroll inputs (attendances, leaves, adjustments) for timely, error-free monthly payroll processing.
• Own the administration of employee benefits programs, with specific responsibility for Medical/Health Insurance: manage policy renewals, employee additions/deletions, dependent updates, and serve as the primary liaison for employee claim inquiries and troubleshooting.
• Maintain and audit employee data in our HR Information System (HRIS), ensuring data integrity and serving as the go-to expert for system configuration, reporting, and queries.
• Coordinate with finance to ensure accurate accounting and disbursement of payroll.

3. Compliance, Legal Adherence & Government Liaison:

• Ensure 100% compliance with all local labour laws and regulations. This includes mandatory social insurance registrations, contributions, and filings, as well as managing all interactions with the labor office (e.g., submission of documents, resolving queries).
• Regularly review and update HR policies, handbooks, and employment templates to reflect current legal requirements.
• Proactively stay updated on legal changes impacting employment, benefits (including statutory health insurance schemes), and payroll.
• Manage government inspections, audits, and surveys, preparing all necessary documentation and serving as the point of contact.
• Maintain meticulous records for all compliance-related activities.

4. Policy Development & Process Improvement:

• Contribute to developing, reviewing, and updating HR policies and procedures in line with legal mandates and industry best practices.
• Identify opportunities for automation, integration, and efficiency within the people operations framework to enhance service delivery and accuracy.
• Document and standardize all operational processes and workflows.

5. Employee Engagement & Support:

• Collaborate with managers and the Global People team to coordinate local team-building activities and engagement initiatives.
• Serve as a trusted, primary point of contact for employee inquiries regarding policies, benefits (including medical insurance), payroll, and general HR matters, resolving issues promptly and with a high degree of service orientation.
• Foster a culture of trust and transparency through clear and compassionate communication.