Job Description
This is a HR business-facing role who leads a team of generalists and/or specialists to partner with business leaders to provide specialist advices to the business throughout the employee lifecycle; attract, develop, engage, separate and plan.
As the main point of contact between HR and the business, the HRBP adopts a service excellence mindset and is passionate about addressing organisationaland employees needs and issues.
Responsibilities
Roles & Responsibilities
Strategy And Business Partnering
- Implement strategies cascaded down from management at country/location level.
- Work with different stakeholders throughout the employee lifecycle; identify the business requirements and provide HR's support to the business where necessary.
- Actively participate in various HR initiatives such as HR Awards, business outlook to become the Employer of Choice; gather buy-ins from employees and line managers.
- Talent Management, Workforce & Succession Planning
- Engage in regular meetings with the business to review all people issues at country/location level; proactively understand current/future manpower needs; advise on resource planning options.
- Deploy organisation's workforce plans to maximise productivity.
- Partner with business to craft robust succession plans for business-critical roles; work closely with Senior Manager, Regional HRBP to manage roles with broader scope (i.e. regional and global).
- Execute both short-term and long-term plans that aligns with business strategies and growth.
- Ensure compliance to regulatory for separated employees.
- Conduct exit interviews to gather feedback for better employee retention.
- Review turnover rates for the country/location and have clear action plans to manage turnover to prevent redundancies in the company.
- Coach line managers to manage involuntary exits due to redundancy or other reasons.
- Facilitate re-employment of employees beyond retirement age.
Recruitment & Onboarding
- Identify the best sourcing channel to hunt for the right candidates in line withbusiness needs.
- Lead the recruitments and onboarding in the country and ensure alignment to business plans; ensure business needs are met timely.
- Guide hiring managers in selection of candidates through effective screening and assessment processes.
- Work with HR Senior Manager to review the talent acquisition process frequently for continuous improvement.
- Evaluate the effectiveness of recruitment agencies engaged and ensure quality delivery of standards according to SLA.
- Implement on/off-boarding processes in the country such as engaging new hires once they are identified (i.e. pre-onboarding).
- Guide lines managers on onboarding new hires to enhance effectiveness of orientation and induction programmes.
- Analyse post-surveys of on/off-boarding processes and provide recommendations for improvements.
- Work closely with OD team to deliver employer branding activities.
Total Rewards & Payroll Governance
- In liaison with Global Rewards, provide proposal for employee promotions, salary adjustment requests.
- Follow up on the necessary approvals for any ad-hoc requests from the business such as salary increases, staff retention.
- Work closely with Global Rewards to roll out annual compensation review, payment of allowances at country level, CIP etc.
- Work closely with HR Director/Senior Director on mass retrenchment and/or hiring exercises.
- Ensure payroll is processed timely and accurately; activate contingency plans for service failure.
- Ensure monthly OT compliance with local legislations. Flag out non-compliance and work with the business to ensure corrective actions are taken.
- Work with HR Senior Manager to standardise and streamline payroll systems and processes in the region.
- Assess and evaluate payroll vendors and quality of services provided.
- Regulatory & Compliance Management
- Ensure the HR compliance to regulatory (external) and company's SOPs
- (internal) and audits.
- Review existing processes, makes changes and set up new processes where
- required.
- Actively involved in the audit processes and ensure all open items are closed
- out timely and non-compliances are rectified.
- Participate in the internal peer audit initiatives cross countries/regions; flag out
- areas for improvements and share best practices.
Employees Engagement
- Initiate employees engagement, experiences and initiatives in the country.
- Lead HR team participate in Employer of Choice, encourage employees engagement surveys, managing the action plans etc.
- Collaborate with OD team on communications dissemination to employees; anticipate possible feedback and issues raised by employees.
- Participate in trial runs and provide inputs to L&D team in the training program design, delivery and post-training evaluation.
Performance Management
- Supervise the performance management processes from goals setting to performance management tools.
- Coach and educate line managers and employees on the adoption of performance management tools.
- Monitor and ensure Performance Improvement Plans (PIP) are in placed for the underperformers. Work closely with the business and employees to develop action plans and get their buy-ins.
- Track, manage and analyse data to identify patterns of underperformers at country level and introduce interventions early as required.
Financial Management & Leadership
- Responsible for the country's budget and ensure all spends are within budget.
- Manage the country's headcounts and salaries and fringes.
- Lead and coach the HR teams; ensure the teams are strong to support the business; inspire the teams to accomplish the department's objectives.
- Translate business and department's objectives into actionable plans for the team.
Requirements
QUALIFICATIONS
Education
- Bachelor's degree in HR, Business Administration, or related field (Master's preferred).
- Certifications: SHRM-CP/SCP, PHR/SPHR, or equivalent certifications highly desirable.
Experience
- 5+ years in HR management, with proven success in strategic planning and project execution.
Competences
- Manages Complexity: Ability to navigate and address complex HR challenges across multiple jurisdictions.
- Business Insight: Strong understanding of business operations and how HR can support strategic goals.
- Ensures Accountability: Commitment to high standards of accountability in HR processes and outcomes.
- Plans and Aligns: Skill in developing strategic plans that align HR initiatives with business objectives.
- Nimble Learning: Ability to adapt quickly to changes in the business environment and HR practices.
- Strategic Mindset: Forward-thinking approach to HR strategies that anticipate future workforce needs.
- Cultivates Innovation: Encourages innovative HR practices and solutions to improve employee engagement and performance.
- Decision Quality: Ability to make informed, data-driven decisions that impact the organization positively.
- Planning and Organizing: Strong organizational skills to manage multiple HR initiatives effectively.
- Data Collection and Analysis: Proficient in analysing HR metrics to drive strategic decisions.
- Adaptive Mindset: Flexibility to adjust strategies based on evolving business needs.
- Project Management: Expertise in managing HR projects from conception to execution.
- Negotiation: Effective negotiation skills to manage employee relations and vendor contracts.
- Policy and Regulation: Knowledge of relevant HR policies and regulations to ensure compliance.
- Policy Development and Implementation: Experience in developing and implementing HR policies that support organizational goals.
