TIKI strives to be a company where people can find and discover virtually anything they want to buy online. By giving customers more of what they want - low prices, vast selection, and convenience - TIKI continues to grow and evolve as a world-class eCommerce platform. Some of the brightest technology and business minds come to TIKI to research and develop technology that improves the lives of shoppers and sellers.

WHAT YOU WOULD DO

1. Business Partnership

Workforce Planning and analysis

Together with HRBP teams to work closely with Business Leaders/Head of Division to understand the headcount sizing to ensure the right people, with the right skills, to meet short- and long-term business goals within an established labor budget.

Performance Management

• Ensure the implementation of an effective performance management system to facilitate all company’s plans (staff development, training, succession plan…)
• Conduct the refreshment workshop on Performance Management interventions to help line managers improve the practice.
• Facilitate and coach line managers and staff on the practice to apply effectively.

Industrial Relation

• Deliver the consultancy service in Labor law and regulation applications to managers and staff as an HR BP in order to establish and maintain a good discipline and working environment at all sites.
• Update and coach line managers with best practices in people management via HR interventions.
• Handle the complaints, disciplinary breaches, to sustain the compliance of law and Tiki’s sustainable development priorities.

Employee’ retention and engagement

• Overseeing the turnover rate and addressing the issues to improve
• Providing the solutions and activities for staff retention and engagement
• Using the results of the employees’ experience survey to address the issues and provide actions to superiors for closing the issues as much as possible.

2. Talent Management and Development

Talent Acquisition

Working closely with business leaders and TA team to acquire the right talent and competencies to fit the business’ purposes

Talent Management & development

• Identifying the strategic/critical positions, key talent for these positions.
• Building the succession plan for these critical positions
• Identifying the competencies for filling the current role and developing the future roles for key talents with IDPs.

Learning and Development infrastructure set-up

• Setting up the L&D framework to enable to build the required competencies including the leadership, functional skills, and generic skills
• Building the learning and development infrastructure/platform to enable to build the learning culture and learning organization

Stakeholder engagement

Establish, manage and nurture effective business relationships with internal and external stakeholders

WHAT YOU SHOULD HAVE

• University degree in HR Management, Economy
• Knowledge of Labor Law
• At least 5-year working experience in HR Managerial levels and in the company dealing with more than 500 employees
• Experience in assessing the organizational needs and implementing the solutions
• Knowledge of OD including entry, diagnosis, feedback, evaluation, and solutions
• Master in HR processes, Techo-structure, HR Management, and Strategic
• Ability in coaching, consulting others, and convincing skills
• Good and effective communication skills
• Conversant in English communication including verbal and written
• Data collection and analysis, project management, emotional intelligence, business acumen, and facilitation