FIND YOUR BETTER AT AIA
If you believe in better, we'd love to hear from you.
About the Role
As an HR Business Partner, you are a strategic advisor and change catalysts, bridging people and business with data-driven, ethical, and forward-thinking approaches. Your role evolves beyond traditional HR support, focusing on organizational agility, digital adoption and talent strategies.
Responsible for working closely with designated business groups/line management/executive teams across all aspects of HR including employee relations, recruitment and staffing, compensation, talent review, organization design, resource planning, learning and career development.
Proactively address business issues related to strategic workforce and target employee segments development and productivity.
Strategic management support
- Business partner to senior leaders / people managers to support organization effectiveness by implementing solutions aligned to the overall people strategy
- Advice and counsel on a broad range ofHR matters, issues and challenges faced by senior leaders and people managers
- Assist senior leaders and people managers in building key organizational capabilities
- Support employee engagement activities which may include planning, organizing and / or speaking at company events
- Champion change management and growth mindset
- Champion career development processes and initiatives to improve talent development
- Oversee budget and headcount reporting for senior leaders and partners with Finance to drive alignment with all budgets and forecasts
- Leverage on data insights to interpret and analyses data to assist in making appropriate business decisions based on HR metrics and trends for business unit
- Provide thoughtful and effective coaching to senior leaders and people managers on performance management, structural and staffing issues, including compensation, organization design
- Direct business leaders/people managers to self-service leveraging on existing tools
Workforce Planning, Talent Management and Succession Planning
- Partner across HR and business leaders to develop a workforce plan enabling the best resourcing strategy aligned to business objectives
- Lead and guide workforce and talent management activities, including and not limited to OPR, succession planning and TCR in collaboration with compensation specialist
- Support senior leaders to hire, develop and retain senior talent
- Work with Global CoE on international assignment/mobility for target employee segments
People's Insights
- Leverage people analytics to generate actionable insights on employee engagement, productivity, attrition and team effectiveness.
- Interpret data to influence business decisions and build future-proof workforce strategies
- Ensure data is used responsibly and in compliance with privacy and ethical guidelines
Employee Relations
- Handle and resolve employee relation matters escalated by HR advisors
- Analyses and address root cause of employee escalation, where necessary looking for trends and make recommendations for change in policies and practices as appropriate conduct thorough investigations as needed
- Work with people manager to manage performance improvement plan (PIP)
Significant employee life cycle events (Moments That Matter)
- Handle onboarding and international assignment for senior leaders
- Provide the necessary human touch for significant employee life cycle events for target segments, e.g. retirement for long tenure employees, long absence due to personal circumstances, etc.
- Manage redundancy
Technology
- Accountable for leveraging technology and digital platforms to optimize work processes, support crossfunctional collaboration, and contribute to organizational initiatives, including digital transformation efforts
- Leverage digital tools, date and AI to streamline HR processes and improve operational efficiency
- Continuously identify opportunities to automate, simplify and improve HR service delivery through technology
