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
Requirements:
Degree in Business, Talent/ Human Resources or equivalent
Minimum 5 years experience in HRBP preferably in manufacturing industry
Solid stakeholder management skills
Knowledge in industry trends, best practices and labor legislation and principles related to employee life cycle recruitment, learning and development, performance management, organization design, manpower planning, succession planning, rewards, and industrial relations procedures.
