PURPOSE OF ROLE

The Human Resource (HR) Business Partner/ HR Manager provides HR consulting to the business. He/She liaises with line managers to understand critical requirements, projects future skills demand and collaborates with hiring managers to prioritise requirements. He/She influences business leaders to support the assimilation of new hires into the organisation effectively. He/She guides managers to focus on learning programmes to bridge staff capability gaps and build new skills. He/She partners the business in the identification and management of high-potential talent, and the implementation of succession plans. He/She advises on non-monetary benefits options to compensation manager to align it with workforce needs. He/She manages employee issues and supports line managers in exit and retirement processes.

As the main point of contact between HR and the business, the HR Business Partner/ HR Manager is an excellent communicator who aligns interests among various stakeholders to promote a cooperative and collaborative work environment. He/She adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

JOB ROLE AND RESPONSIBILITIES:

Attract talent –

• Collaborate with line managers to project future skills demand and supply
• Advise line managers on resource planning options
• Recommend sourcing channels to source the right candidates in line with business needs
• Prioritise critical open roles to be filled in consultation with line managers
• Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes
• Advise hiring managers on the principles of fair and unbiased employment selection practices
• Secure involvement of business managers in the onboarding processes to assimilate new hires effectively
• Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes.

Develop talent –

• Define learning and development needs based on business and staff capability needs. Work with business stakeholders to identify solutions and implement solutions (e.g., training) in alignment with Group and regional framework.
• Coach employees to refer to career development policy, framework and programmes for career progression in the organisation
• Guide and train line managers in their understanding and usage of performance management policy, framework and processes
• Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements
• Facilitate talent review sessions with line managers to identify and manage high-performing individuals with potential for growth

Engage talent –

• Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce.
• Review needs of the workforce to recommend non-monetary benefits options to the Total Rewards COE.
• Provide support to line managers in rolling out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements.
• Promote cross-cultural management with stakeholders to embrace differences in perspective, traditions and culture in working towards mutually agreed outcomes.
• Manage labour relations to achieve work harmony and process towards organisational goals.

Separate talent –

• Provide advice to line managers on managing voluntary employee exits to ensure employee leaves with a positive association with the organisation
• Conduct exit interviews to gather feedback for better employee retention
• Coach line managers to manage involuntary exits due to redundancy or other reasons
• Assist retiring employees on retirement process, obligations and post-retirement support available
• Advise line managers in retirement processes to ensure employee leaves with a positive association with the organisation

Labour policies and legislation –

• Research and apply prevailing labour policies, employment laws and regulations, including but not limited to labour/trade unions and employment practices.
• Support line managers in drafting and issuing employment contracts, considering all relevant statutory terms and benefits.
• Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, retirement, re-employment and termination guidelines.

Technology and Operational Excellence –

• Review the range of HR services against their corresponding HR service delivery channels critically to identify opportunities for continuous improvement of service quality and costs reduction.
• Implement and operate various aspects of the HR operating model to deliver HR services as set out in service management framework and in accordance with HR policies.
• Participate in HR transformation programmes to improve the effectiveness of HR service delivery and cost efficiency for the organisation.
• Adopt a service-oriented mindset and people-centricity in dealing with workforce and business stakeholders.

Relationships and Communication –

• Plan and execute communication activities using the appropriate channels/tools for the targeted audience.
• Develop communication material for the HR activities to convey desired messages clearly and effectively to the targeted audience.
• Present and communicate with impact and empathy through clarity in messages, and engaging audience through active listening and inquiry.
• Demonstrate empathy and respect when handling difficult conversations, dilemmas or paradoxes.
• Adapt and tailor different styles and preferences when communicating to different audiences or stakeholder groups.
• Develop positive working relationships with people through strong inter-personal skills.
• Establish credibility by gaining the confidence of others through a demonstration of business and technical knowledge.
• Build trust (being a trusted advisor) through assisting key stakeholders in solving people related issues successfully.

Analytics and Insights –

• Apply data governance concepts and principles to identify, collect and prepare data for analytics and HR metrics benchmarking
• Derive relevant insights from analysis and recommend enhancements to the organisation’s HR practices taking into consideration the business context and operating environment.
• Keep abreast of local and global HR trends and developments to provide further benchmarking insights and data analysis outcomes.

SKILLS AND EXPERIENCE REQUIRED:

• Functional skills multiple areas of HR and proficient in local labour and employment regulations and legislations. Degree in Human Resources Management or equivalent experience.
• Proficiency with digital tools.
• Cross-cultural competence. Ability to work in multi-cultural and international teams.
• Knowledge of the business.
• Project and people management skills.
• Problem solving skills
• Excellent communication skills.
• Attention to details and highly organised.

Please refer to job description.