Job Responsibilities:

Partnering with the covered department(s) in scope to translate the business agenda into a HR agenda, engaging with HR Excellence, HR Shared Services and Local HR to align with and support its direction and needs

Providing sound and timely HR consulting/advisory to the business and be a proactive partner to the business and active sparring partner to HR functions.

Facilitating talent review with business to assess talent growth and movements - exits, hiring, transfers, promotions, high performers, high potentials, conversion of contract staff – and advise on workforce planning and mitigating any talent gaps

Facilitating business consultation & change adoption on HR policies, programs, processes, systems

Providing inputs to department restructures or creation of new roles in line with achieving the department’s purpose and objectives

Advising business on requisition and support candidate interview, ensure manager-interviewer is equipped to interview and assess culture fit and behavioral/leadership competencies

Advising on top-down Key Performance Indicator (KPI) setting to ensure alignment, and facilitating performance evaluation calibration sessions

Supporting manager on employee dialogue in working on disciplinary action

Providing guidance, counsel and support to leaders and employees to create a high-performance culture and engaged workforce

Ensuring compliance with industry and internal policies and best practices

Leading and coaching executives for a medium sized organization

Building cooperative working relationships with inter-department stakeholders and external partners to provide seamless service

Working in a complex organization, navigating and influencing multiple stakeholders to achieve results



Job Requirements:

Minimum 8 years’ of relevant experience including in HRBP preferably in manufacturing industry.

Worked in organisation with multi-layered interfaces.

Solid stakeholder management skills

Degree in Business, Talent/ Human Resources or equivalent

Has experience and knowledge in HR business partnering best practices

Knowledge in industry trends, best practices and labor legislation and principles e.g., NDA, Code of Conduct, ILO, Labor Law

Knowledge in process and policies related to employee life cycle – recruitment, learning and development, performance management, organization design, manpower planning, succession planning, rewards, and industrial relations procedures