HR Business Partner

As a trusted HR partner, the role helps implement people initiatives, foster a positive and inclusive employee experience, and ensure compliance with local employment legislation and company policies. The incumbent also collaborates with managers to build organizational capability, support business growth, and promote a high-performing and engaged workforce.

Experience

• 5-8 years of progressive HR generalist or HR business partnering experience. 
• Experience supporting managers and employees across multiple HR disciplines. 
• Experience managing recruitment activities end-to-end. 
• Good knowledge of Singapore and Malaysia employment legislation and HR practices. 
• Experience working in a multinational and multicultural environment. 
• Familiarity with HR systems and reporting tools. 
• Strong communication, stakeholder management, and problem-solving skills.
• Excellent spoken and written English skills are vital. Other Asian languages will be beneficial. 

HR Business Partnership

• Develop a strong understanding of the Malaysia and Singapore businesses and support execution of people initiatives aligned to business objectives.
• Participate in key commercial meetings and discussions, including but not limited to Malaysia Singapore leadership forums and Quarterly Business Reviews to understand business priorities, provide people insights and support informed decision making. 
• Support implementation of HR initiatives aligned with business objectives and APAC HR priorities.
• Provide guidance and support on full range of employment related matters, consulting or working in conjunction with other HR colleagues and external consultants/advisors as necessary.
• Support managers and HR leadership in implementing organisational changes, workforce planning and maintaining accurate job profiles and organisational structures.

Talent, Performance Management & Development 

• Facilitate talent and performance management processes, including Employee Development Reviews (EDRs) and Performance Enablement Process (PEP) for Malaysia and Singapore. 
• Support leaders in identifying talent, development, retention and succession needs. 
• Partner with managers and employees on goal setting, development planning and performance discussions. 
• Monitor talent and performance metrics and support implementation of development initiative and action plans. 
• Facilitate training sessions, development workshops, and team discussions as needed to support business and employee development objectives.
• In conjunction with appropriate suppliers (internal or external) plus Global L&D, ensure that appropriate employees are trained, coached and developed in line with the needs of the business.

Talent Acquisition

• Manage end-to-end recruitment activities for assigned roles across Singapore and Malaysia.
• Partner with hiring managers to define talent requirements and recruitment strategies.
• Source, screen, assess, and coordinate candidates through the selection process.
• Manage offer preparation, negotiations, and onboarding activities.
• Build and maintain relationships with recruitment agencies, external partners, and talent networks.
• Leverage workforce planning and talent review outcomes to anticipate future hiring needs.
  Promote the Cooper employer brand within the local market.

Total Rewards

• Support reward and recognition processes, including but not limited to annual compensation reviews, market benchmarking activities, and benefit administration in partnership with the Global Total Rewards team.
• Review and keep up to date with external trends to ensure CooperVision stays competitive in the market.
• Participate in the annual survey data collation for Global Total Rewards Team.

HR Operations

• Manage end-to-end HR operations across the employee lifecycle for Singapore and Malaysia employees, including onboarding, employee changes, and offboarding, in partnership with the Global People Services team. 
• Ensure HR policies, processes, employee records, and HR systems are maintained accurately and in compliance with local employment legislation and company requirements. 
• Provide HR reporting and support employee and manager inquiries on HR-related matters.

Employee Engagement & Wellness

• Support annual engagement survey process, analyse results, and partner with leaders on action planning to enhance employee experience. 
• Lead the local wellness team to deliver employee wellbeing and engagement initiatives that foster a positive workplace culture and employee experience. 
• Coordinate local wellness and engagement activities and support participation in regional and global wellbeing programs.