Manager, HR Business Partnering
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.
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:
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.