Strategic HR Planning: Collaborate with senior leadership and business unit heads to understand their strategic goals and translate them into HR initiatives and plans.
Talent Management: Oversee the talent acquisition, onboarding, development, and retention strategies to ensure that the organization has the right people with the right skills to meet its objectives.
Employee Relations: Address and resolve complex employee relations issues, ensuring a positive and productive working environment while minimizing legal risks.
Performance Management: Implement performance management processes, including goal setting, performance reviews, and feedback mechanisms to drive employee performance and development.
Organizational Development: Identify opportunities for organizational improvements, change management, and development initiatives to enhance efficiency, productivity, and employee engagement.
Compensation and Benefits: Collaborate with the compensation and benefits team to design and administer competitive compensation and benefits programs that attract and retain top talent.
Employee Development: Implement learning and development programs that address skill gaps and promote career growth, including training, mentoring, and leadership development.
HR Metrics and Analytics: Use HR data and analytics to identify trends, measure the impact of HR initiatives, and provide insights to support business decisions.
Legal Compliance: Ensure HR policies, procedures, and practices follow labor laws and regulations, and proactively manage legal risks.
Diversity and Inclusion: Promote diversity and inclusion initiatives to create a diverse workforce and an inclusive workplace culture.
HR Technology: Utilize HR technology and systems to streamline HR processes and improve data management and reporting.
HR Business Partnering: Be a trusted advisor to business leaders, providing guidance on HR matters and serving as the voice of HR within the business units.
Qualifications
Bachelor’s degree in human resource management, Organizational Development and/or related fields.
At least 7 years of experience in a similar capacity as a HRBP.
Good understanding of various HR disciplines, not limited to organizational development, recruitment, compensation & benefits and learning and development.
Fluent in English both writing and verbal.
Strong knowledge of labor law/legislation.
Good interpersonal skills, relationships, and service mind, together with ability to work with people from different levels and functions.
Excellent communication, negotiation, and interpersonal skills.
Analytical and problem-solving abilities
Experienced with any HRIS would be added an advantage.
