The Alliance to End Plastic Waste (“AEPW”) is a leading global membership organization made up of CEOs from over 40 international companies that make, use, sell, process, collect and recycle plastics with a clear mission to help end plastic waste in the environment. To achieve this goal, AEPW is bringing together industry, governments, intergovernmental organizations, civil society, local communities and citizens to advance a range of solutions that can be deployed around the world, especially where the challenge of unmanaged plastic waste is greatest.
While plastics have helped improve living standards, hygiene and nutrition around the world, rapid increases in the consumption of plastic goods combined with a lack of adequate waste management systems in some parts of the world have led to a global environmental challenge that is affecting communities, individuals and wildlife.
AEPW is collaborating with organizations from civil society, innovators, entrepreneurs and national, regional and local governments to develop scalable solutions that will keep plastic waste out of the environment. Alliance projects and partnerships will help minimize and manage plastic waste and increase the value of plastic waste streams while also supporting overall sustainable development including improvements to the quality of life, health, local jobs and economic activity in many communities.
The AEPW has committed nearly US$1 billion, with a goal of deploying US$1.5 billion within five years of the Alliance’s launch in January 2019.
AEPW has developed a global vision and a comprehensive, integrated strategy made up of four pillars:
• Infrastructure to collect and manage waste and increase recycling, especially in developing countries;
• Innovation to advance and scale new technologies and business models that minimize waste, make recycling and recovering plastics easier and create value from all post-use plastics;
• Education and engagement of governments at all levels, businesses, communities and consumers to mobilize action; and,
• Clean Up and prevention of concentrated areas of plastic waste in the environment.
The members of the Alliance to End Plastic waste represent the following companies: BASF SE, Berry Global, Braskem S.A., Charter NEX Films, Chevron Phillips Chemical Company, China Petrochemical & Chemical Corporation (Sinopec), Clariant International Ltd., Covestro, Dow Inc., Equate Petrochemical Company, ExxonMobil, Formosa Plastics Corporation, U.S.A., Gemini Corporation NV, Geocycle, Grupo Phoenix, Henkel AG & Co. KGaA, LyondellBasell, Milliken & Company, Mitsubishi Chemical Holdings Corporation, Mitsui Chemicals, Inc., NOVA Chemicals, Novolex, OxyChem - Occidental Chemical Corp., PepsiCo Inc., PolyOne Corporation, Pregis LLC, Reliance Industries Limited, Sasol Limited, Saudi Basic Industries Corp. (SABIC), SCG, Sealed Air, Shell, SKC, Storopack GmbH, Suez, Sumitomo Chemical Company Ltd., The Procter & Gamble Company, Tomra Systems ASA, TOTAL, Veolia, Versalis and Westlake Chemical.
AEPW welcomes all companies, big or small, from all regions and sectors to support this effort.
The HR Manager will oversee the human resources responsibilities, functions, policies and tasks, and will be the link between an organization’s management and its employees, as their work runs the gamut from providing consultation on strategic planning with top executives to recruiting, interviewing, and hiring new staff.
The HR manager will be responsible for attracting, motivating, and retaining the most qualified talent by directing the administrative functions of the HR department. Due to the supervisory nature, the Human Resource Manager will be called upon to handle employee-related services, regulatory compliance, and employee relations, among many other tasks.
The ideal must be well-versed in each of the human resources disciplines - compensation and benefits, training and development, employee relations, and recruitment and selection.
KEY OBJECTIVES AND RESPONSIBILITIES
• Staffing and Recruitment – The primary function involves manpower planning, recruitment, hiring and retention of skilled and qualified employees. The tasks involved in executing these functions include preparing job descriptions, interviewing potential candidates, extending employment offers and discussing compensation packages.
• Salaries and Compensation Packages – Adapt to new methods of offering compensation and benefits to employees.
• Training and Development – The training and development of employees is crucial to their professional success. Overtime the HR Manager with confer with the leadership team on the respective training needs of its talent. Implementation, support and further development of organization’s learning and development strategy. Planning, organizing, administration and coordination of external service providers (e.g. Trainers, coaches, consultants).
• Administrative Tasks:
• Must understand how to accomplish the various administrative tasks that come with overseeing a multi-skilled workforce. This includes communicating the processes behind payroll enrollment, expense reports, vacation time and health insurance benefits to employees when they come on board and when management decides to change these procedures.
• They must also deal with reassigning or terminating employees whose job functions are no longer required.
• Responsible for disciplinary action, counselling and grievance handling.
• Review and manage insurance for employees and company.
• Manage work pass applications, appeals, cancellations, renewals and issuance
• Payroll administration - responsible for full spectrum of payroll process, timely and accurate submission of CPF contribution, income tax (IRAS) and clearance of IR21
• Propose/ Implement changes to payroll systems and procedures
• Responsible for organizing staff engagement activities, e.g. CNY lunch etc.
• Establish effective HR filing system and maintain personnel records, attendance and leave records
• Communication – Communicate and administer Company policies, practices, and programs in compliance with local laws.
• Drive the performance management process – Performance evaluation, salary planning, development, training, etc. Design and administer effective reward and incentive schemes for different levels of employees.
• Legal Compliance – A major function involves an understanding of local labor laws that regulate practices such as minimum wage, workweek hours, health benefits and paid vacations. The Human Resource Manager must develop an understanding of employment tax law in their jurisdiction. Staying up to date with general labor laws and responsible for ensuring that the organization follows all compliance laws. Formulate and develop the Employee handbook, policies and procedures
• Organizational Effectiveness – Continuously seeks to improve organizational effectiveness through the assessment and selection of talent with growth potential.
• Graduate in any discipline with a post-graduate degree/diploma in Human Resources or Business from a recognized university/institute preferred
• Previous experience working for a multinational/global organization is considered an asset
• 5+ years' experience in Human Resources
• Strong recruiting and demonstrated ability to improve talent acquisition strategies
• Well versed in local labor laws and regulations, including Employment Act, MOM, CPF and IRAS
• Demonstrated expertise training managers and employees
• Strong organizational, critical thinking and communications skills
• Attention to detail and good judgement
• Ability to work independently and proactively. Self-motivated with the ability to manage multiple and competing priorities simultaneously
• Demonstrated ability to build strong relationships across multiple levels and disciplines in the organization.
CANDIDATE APPLICATION PROCESS
How to Apply: Please submit your resume to email@example.com
Application Closing Date: 14th February 2020
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