Job Summary
Provide proactive strategic consultation to business unit leaders of one large-size, complicated group or a couple of small or medium-size, complicated groups in relation to human resource management and development, as well as organization development.
Job description
- Contribute in formulating HR strategic plan through analysing specific business units human capital requirements in order to ensure that each business unit get sufficient support from HR
- Develop specific action plans with the business unit leaders to address their particular HR and workforce needs
- Lead a cross-functional team (from within HR) to ensure that business unit challenges in various areas of human resource management and development are proactively diagnosed and addressed
- Diagnose business environment and organizational needs of own responsible business unit and provide recommendations to business unit leaders in improving OD tools execution
- Assist business unit leaders in translating business strategies into manpower plan in order to ensure the business unit plans for the right number of employees under ttb manpower policies
- Assist business unit leaders in conducting job design and job description review, in order to ensure jobs are designed in accordance with both business needs and ttb related guidelines
- Assist business unit leader in managing HR staff cost within plan and budget.
- Provide proactive advice to BU leaders and employee in engagement, including motivation in order to work effectiveness
- Monitor performance management process implementation in the responsible business unit, as well as provide necessary assistance/ guidance on applying of the performance management tools in the business unit's operational context order to ensure the process is carried out within company performance management guidelines and meet with specific business direction of the business unit
- Provide proactive advice to business unit leaders on compensation scheme which is supportive of business direction of the business unit and aligned with corporate standard, e.g. compensation range for new hires, incentive plan and other types of performance-based reward, annual merit pool distribution, bonus allocation, etc. in order to ensure the plans are supportive of business strategies
- Work closely with Competency & Learning Solution Development to ensure sufficient information on training needs are gathered for developing learning plan of the business unit, as well as monitor and provide necessary assistance in competency assessment process implementation in order to ensure it is conducted in accordance with ttb guidelines
- Provide proactive advice to business unit leaders in promotion, rotation, and transfer of employees, as well as in designing succession plans for key positions of the business unit in order to ensure the business unit achieve maximum human capital utilization while supporting appropriate employees career development goals.
- Coach and advise the team members of HR Business Partner Team on operations and provide consultation on issues the requires solutions in order to support the team to complete the task with accuracy and in timely manner
- Assist HR business Partner Team Head to develop training roadmap of the team members of HR Business Partner Team as well as encourage the team members to acquire and participate in training and development in order to develop competency
Qualifications
- Master degree in Business Administration, Management, Human Resource Management, Economics or Political Science
- Minimum 7 years in human resource management, human resource development, and organization development, preferably in financial and banking sector
- Excellent understanding of HR & OD
- Finance and banking industry knowledge.
- Strong understanding of related employment laws and regulations
