Key Responsibilities

Serve as the first point of contact for employees regarding HR-related queries and policies.
Support employee onboarding, probation management, and offboarding processes.
Manage employee records, HRIS data accuracy, and document control.

Administer and update pay structures in line with company policies and market benchmarks.
Apply and analyze Compa-Ratio to ensure internal pay equity and competitiveness.
Assist in annual salary reviews, merit increases, and bonus cycle preparations.

Support Workforce Planning activities, including headcount management, manpower budgeting, and Full-Time Equivalent (FTE) analysis.
Provide HR data reports and insights using advanced Microsoft Excel (pivot tables, formulas, dashboards).
Coordinate with Operations to align manpower supply with flight schedules and operational needs.

Assist in resolving employee relations issues in line with labor laws and company regulations.
Promote a positive workplace culture and support employee engagement initiatives.

Understand and interpret operational performance metrics such as Available Seat Kilometers (ASK) and Revenue Passenger Kilometers (RPK) for manpower and productivity analysis.
Collaborate with Operations and Commercial teams to ensure HR strategies support business performance.

Essential Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
HR certification.
Minimum 3 years of HR experience, preferably in airline, aviation, or transportation industry.
Experience with HRIS systems
Proficiency in English across all four skills: listening, speaking, reading, and writing.
Strong command of Microsoft Excel (including VLOOKUP, pivot tables, charts, and advanced formulas)
Solid understanding of pay structure design and Compa-Ratio analysis.
Experience in workforce planning and Full-Time Equivalent (FTE) analytics.
Excellent communication, interpersonal, and problem-solving skills.
Knowledge of aviation operational metrics such as ASK and RPK is an advantage.(No mandatory)