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

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