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.

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.

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.