Position title: Human Resources (HR) Manager Date ... - Swatch Group

Position title: Human Resources (HR) Manager Date: May 2012Reports to: Within The Swatch Group matrix organisation to; Country Manager, The Swatch Group (Australia) Pty. Ltd. (SGA), Group Head Of HR, The Swatch GroupLtd in Switzerland and Head of HR, The Swatch Group (Hong Kong) Limited (for regional support)Position purpose: This position is responsible for all aspects of SGA HR function on both operational and strategic level to achieve business objectives. This role formspart of the SGA management group and is to manage all operational HR key processes effectively and efficiently, providing meaningful reporting of key figures toCountry Manager and Swatch Group HR. The HR Manager is also responsible for suggesting ways of optimising staffing and the performance of key personnel toassure their retention.Key responsibilities- Organisation strategy- Compensation strategy- Indirect salary, direct salary, training, recruitment and contract labourcosts- Annual forecasting and budgeting- Performance evaluation system- Annual salary and bonus review process and calculation- Recruitment process & protocol- HR-related related policies- Affinity self-service online payroll system- Close attention to employees turnover and annual leave accrual- Coaching / guidanceSkills / experience required / selection criteria- Degree qualified in HR and previous HR management experience- Minimum 10 years all rounded experience in HR (hands on experience)- Professional, proactive, decisive, assertive, trustworthy- Improvement and results orientated- Excellent communication and people skills (straight forward and open/clear personality)- Excellent organisation skills and attention to detail- Good computer literacy (Excel Intermediate, Word, Outlook, Powerpoint)- Excellent oral and written communication skills- Good understanding of local Industrial Relations laws and other relevant legislationDirect report- HR OfficerKey interactions:- SGA Country Manager- Group Head Of HR, The Swatch Group headquarters in Switzerland- Head Of HR, The Swatch Group (Hong Kong) Limited (for regionalsupport)- SGA HR Officer- SGA management group and other departmentalmanagers/supervisors- SGA employees regarding individual HR queries and advice- Swatch Group HR and Swatch Group Legal departments atheadquarters in Switzerland- External providers (recruitments agencies, consultants, etc)Key challenges:- Matrix environment – Swatch Group organisation structure and Brand structures- Overhaul of SGA HR (day-to-day operations vs. new initiatives)1

Key result areas Activities Key performance indicatorsLeadership - Participate as a member of management group in formulatingstrategies, policies, plans and budgets in all areas of HRmanagement which, is in line with the policies of Swatch GroupHQ.- Proactively inform Country Manager and Group Head of HR- Suggest ways of solving (potential) HR issuesOrganisation structure - Coach and offer guidance in evolution of organisation structure.The objectives being to retain and motivate key employees whileensuring appropriate employees have the skills and experiencenecessary to meet the company’s expectations without overcompensating- Ensuring organisation structure charts and position descriptionsup-to-date at all times and appropriate to business needs- Review and monitor employees requirement (personnel planning)in close liaison with Country Manager and Group Head Of HR.Financial management - Monthly review of indirect salary, direct salary, training,recruitment and contract labours costs- Prepare all forecast and annual budget documents relating toindirect salary, direct salary, training, recruitment and contractlabour costs- Lead annual salary review process and be responsible for annualsalary and bonus calculation- Review remuneration structure. If required, plan and implement aconsistent remuneration system (equitable, competitive and costeffective reward and remuneration systems, policies andprocedures which attract, retain and motivate employees), payingparticular attention to key employees.Performance evaluation system - Update and implement annual performance evaluation system- Lead and oversee annual performance review process- Provide guidance to Country Manager and managers/supervisorsin annual review processPolicy & procedure - Ensure HR policies and procedures up-to-date and in compliancewith company directives and local legislative requirements- Responsibility for employee wear watch policy compliance- Feedback from Country Manager and Group HeadOf HR- HR strategy defined and communicated tomanagement team- HR Officer timely in updating and circulatingorganisation structure charts- Position descriptions on file in HR- Cost evolution vs. prior year and budget- Forecast and annual budget documents accurateand timely- Updated performance evaluation systemestablished, maintained and used effectively- Annual performance evaluations completed inaccordance with timeline- Incorporated in employee handbook- Employees informed at all times2

Key result areas Activities Key performance indicatorsRecruitment, succession planning &training- Formulate recruitment protocol and process for SGA- Ensure appropriate pre-approvals in place according to companypolicy prior to recruitment commencement- Recruit and screen all potential candidates, forward recommendedcandidates to brand and division heads and make finalemployment confirmation on behalf of company- Employee contracts up-to-date in accordance with Swatch Groupand local legislative requirements- Review and implement a new staff orientation program- Review, keep updated and distribute official employee handbook- Activate exit interview checklist and ensure exit interviewconsistently conducted- Identify ‘High Potentials’ in close collaboration with the linemanagers and organise appropriate training- Develop & implement internal succession planning (mid/long term)- Evaluate the necessity for staff training and support managers /supervisors realising staff trainingEmployee relations - Advise on employee relations issues and coordinate the SGA’sinvolvement and communication processes (within the matrix) inorder to maintain a cooperative climate- Request advice from Country Manager and Group Head of HR onemployment issues to minimise exposure while respecting boththe company’s principles and employees’ interestReporting - Monthly report for EKL member responsible- Monthly employee turnover report- Ensure effective communication and reporting to Country Managerand Group Head Of HR(monthly computerised standard reporting)of staff changes, trends, policy and development in HR practices.Other - Oversee payroll function (including superannuation and otherbenefits) and administration of personnel files- Company signatory for cheques and e-banking- Undertake occupational health & safety risk assessments.Recommend and execute programmes to remove or reduce risk- Remain up-to-date with relevant company and local legislationchanges- Recruitment approach consistent across SGA- Approved PRF’s prior to recruitment- Employee contracts and handbook up-to-datereflect company policy and local legislativerequirements- Completed exit interview reviewed with linemanager and in employee file- Employee turnover evolution vs. prior year- Ethical, fair and legally sound resolution- Accuracy & timeliness- Accuracy and timeliness- Compliance with company policy and legalrequirements3