Role & Responsibilities:
1.Strategic Communication & HR Advisory
- Partner with business leaders to communicate, implement, and monitor HR policies, ensuring consistent execution aligned with business objectives.
- Provide strategic HR advisory and drive the implementation of people initiatives across the entire HR value chain, ensuring effective adoption throughout the business.
2. HR Project Management & Process Improvement
- Lead and drive HR strategic initiatives and special projects from planning and KPI/OKR setting through execution, monitoring, and post-implementation evaluation.
- Identify process bottlenecks and optimize HR processes to improve efficiency, agility, and operational effectiveness while enhancing business support.
3.HR Analytics & Strategic Problem Solving
- Analyze workforce data and HR metrics, including turnover, productivity, engagement, and headcount, to identify business challenges, trends, and opportunities.
- Develop and recommend data-driven HR solutions and action plans that address business needs and improve organizational performance.
- Collaborate with cross-functional stakeholders to gather business insights and support strategic workforce planning and decision-making.
4.HR Strategy & Workforce Planning
- Partner with business leaders to develop HR strategies and workforce plans that align with organizational goals, budgets, and future business requirements.
- Design and implement people management and talent development plans that support business strategy while ensuring alignment with corporate HR policies.
5.Talent Management & HR Business Partnering
- Serve as a trusted HR advisor by providing guidance on people management, organizational development, and employee-related matters.
- Drive employee engagement and employee relations initiatives tailored to the needs of each business unit.
- Partner with Talent Acquisition to oversee recruitment, selection, and onboarding activities for assigned business units.
- Lead Talent Management and Succession Planning initiatives, including leadership development and high-potential talent programs.
- Ensure seamless delivery of HR operations and end-to-end HR support across assigned business units while maintaining service excellence.
Qualifications:
- Bachelor's or Master's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field.
- At least 10 years of progressive HR experience, with a minimum of 5 years in an HR Business Partner or HR leadership role.
- Proven ability to serve as a strategic HR advisor, partnering with business leaders to align people strategies with organizational objectives.
- Strong expertise in HR Analytics, leveraging data insights to identify business challenges, develop people solutions, and support strategic decision-making.
- Demonstrated experience in leading HR transformation, process improvement, and organizational change initiatives.
- Strong project management skills with the ability to drive cross-functional HR initiatives from planning through execution and evaluation.
- Experience in workforce planning, talent management, succession planning, employee engagement, and organizational development.
- Excellent stakeholder management, communication, influencing, and consulting skills, with the ability to build strong relationships across all levels of the organization.
- Strong analytical and problem-solving skills with a proactive, solution-oriented mindset.
- Excellent command of English, both written and spoken.
