1. Plan and implement HR management policies and programs for effective service delivery 

a) Carryout recruitment and selection activities as allocated to facilitate the speedy conclusion of the recruitment and selection process

 b) Update all staff leave records and prepare periodic reports to ensure accurate leave records to curtail accumulated financial liability on the Authority

 c) Implement Management disciplinary instructions and decisions with utmost confidentiality

 d) Implement transfer and deployment instructions and maintain an updated transfer history to inform staff movement decisions by departments

 e) Receive new staff support documents and vet them to facilitate completion of the recruitment and selection process

 f) Generate statistics to support the manpower projections across departments and guide the talent-sourcing function

 g) Generate monthly Board Reports highlighting the planned workforce position against actuals and submit them to the line Supervisor for improvement and submission 

 h) Create and maintain staff bio-data updates to ensure data integrity and accuracy

2. Implement the URA staff Performance Management programs to enhance individual performance, accountability, staff motivation, and productivity. 

a) Support Departments to develop performance contracts and implement performance plans, goals, and objectives in line with departmental strategy. 

 b) Facilitate Performance management review processes, by quality-assuring staff performance contracts, analyzing performance data, and creating insightful reports to drive business 

 c)  Coordinate the appraisal management process, ensuring compliance with the set regulations, and timelines and providing support to appraisers and stakeholders

 d) Compile and consolidate Performance evaluation reports to track the performance of all URA staff and enhance accountability.

 e) Conduct performance management capacity-building programs for staff to enhance Performance Accountability and Compliance with the PM standards

 f) Collect and analyze baseline data to review performance management tools to enhance compliance with the PM standards and guide management in decision-making.

 g) Coordinate the implementation of Reward and Recognition activities to enhance staff Motivation and Retention.

3. Implement & evaluate OD interventions, programmes and strategies to enhance continuous organizational renewal and performance. 

a) Evaluate the effectiveness of Organizational processes, systems and structures and recommend appropriate interventions to support Institutional Growth in identified business areas to align business to strategy

 b) Conduct Job Analysis, Evaluation and Workload exercises to streamline the worth and design of jobs

 c) Develop staff productivity analysis reports to facilitate effective resource allocation and management

 d) Solicit input from various Departments and teams carrying out change to draft a corporate change management calendar for review and approval by the line supervisor

 e) Coordinate change management training and visioning workshops to develop leadership capacity and commitment to corporate change 

 f) Conduct Impact assessments of the implemented corporate change initiatives and programs and draw lessons for improvements in the future

4. Implement staff wellness/ welfare programs in line with the organization's Wellness policy. 

a) Provide advisory support to staff, coordinate and implement the URA wellness programs/ schemes to enhance their awareness of their entitlements and make corresponding reports

 b) Monitor and evaluate the performance of wellness programs to inform Management of possible improvements in wellness programmes

 c) Conduct/coordinate counseling sessions for staff to improve their wellbeing and ability to cope with challenges

5. Plan and implement Staff Learning and Development Initiatives/Programs required to enhance staff skills and competencies in line with the Learning and Development Policy and any other relevant frameworks.  

a) Participate in the assessment of training needs using various methods such as competency assessments, document reviews, surveys, focus groups and consultations with line managers and training liaisons to inform the development of the training planner and personal development plans

 b) Participate in the design and development of the approved training programs

 c) Prepare progress and end-of-training reports for training programs coordinated with recommendations for program delivery enhancement

 d) Assess the effectiveness of learning and development initiatives to improve staff skills

 e) Implement designed onboarding programs to ensure the successful induction of new staff and provide evaluation reports for the successful implementation of the programs.