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HR strategy and employee engagement

• Conduct regular reviews of HR strategies, systems, policies, and procedures to identify areas for improvement in both compliance and employee engagement.
• Implement changes and updates to HR policies and procedures based on head of department, workers’ feedback, industry best practices, and the goal of enhancing employee engagement.
• Provide training and support to HR officers on the implementation of HR strategies and policies, based on participative and meaningful training emphasizing the importance of employee engagement initiatives.
• Conduct regular employee engagement surveys to gather feedback and identify areas for improvement in workforce engagement and satisfaction in close collaboration with the different Workers Committee  to gather feedback and address concerns to improve trust and motivation.
• Regularly monitor the effectiveness of the Company Grievance Mechanism and take proactive measures to address employee concerns and enhance overall employee experience.

Recruitment and talent management

• Collaborate with department heads to develop a comprehensive recruitment plan based on business needs and workforce requirements.
• Develop proactive and strategic talent pipelines with a focus on middle management (e.g., Graduate Trainee program).
• Hold the management team accountable for Career development and Succession planning implementation.
• Implement recruitment strategies to attract qualified candidates, including job postings, networking events, and referrals.
• Conduct rigorous interviews and assessments to evaluate candidates’ suitability for specific roles.
• Develop and implement an onboarding program to ensure new employees receive comprehensive orientation and training on company policies, procedures, and culture.
• Design and deliver training programs to enhance employees’ skills and competencies in line with organizational goals and objectives.

Compensation and Benefits

• Collaborate with the executive management team to design and refine performance incentive programs that align with organizational goals and objectives.
• Ensure compliance with local laws and company policies regarding compensation and benefits administration for local and expat employees.
• Review and update compensation and benefits packages to remain competitive in the market and attract top talent.
• Implement systems for tracking and managing compensation and benefits administration processes efficiently.
• Lead proactive negotiations and discussions with worker committees around pay reviews.
• Provide education and support to employees on understanding their compensation and benefits packages.

Compliance and Safety

• Lead the Compliance team to ensure the factory site is not only compliant with all legal and safety requirements but also successfully pass and maintain international certifications standards (e.g. WRAP)
• Ensure compliance is maintained at all times and continuously improved; own factory audit readiness at all times.
• Oversee all audit activities and ensure corrective action plans are implemented and maintained.
• Build relationships with local and national authorities to stay informed about changing compliance regulations and ensure continuous adherence.

Leadership Development

Run initiatives that contribute to MGIL Model Factory role.

• Conduct leadership competency assessments and 360-degree feedback sessions to evaluate leadership effectiveness in various domains.
• Provide leadership development programs and coaching to enhance leadership skills and competencies.
• Implement leadership training initiatives focused on areas such as respect, resource management, teamwork, transparency, delivering results, self-awareness, people management, engagement, problem-solving, and change management.
• Foster a culture of continuous feedback and development to support leaders in seeking feedback, understanding areas for improvement, and actively working on personal and professional growth.

Regulations and Impact

• In close relationship with the EAA compliance, sourcing and logistics team integrate Human Rights Due Diligence (HRDD) in the supply chain to ensure compliance with international human rights standards.
• Maintain and update a comprehensive risk register to identify, assess, and mitigate risks related to compliance and operations.
• Ensure compliance with new EU regulations affecting the textile and apparel industry.
• Work closely with the EAA Compliance and Impact team to assess worker needs and profiles via baseline surveys and contribute to the design of workers’ engagement, empowerment and wellbeing programs (with the EAA Foundation)
• Complete Monitoring & Evaluation (M&E) framework for each benefit programme and make recommendations for future programmes.
• Support Brands’ / clients’ visits at the factory and highlight progress and vision on impact in order to develop engaged / sustained partnerships
• Complete monthly reports on factory progress, risk analysis and next priorities.
• Develop marketing material on factory social compliance and impact to share with partner brands, development agencies and funding partners (e.g. foundations).