Human Resources Business Partner

 

Description:

Strategic HR

•Translate the people strategy into market specific HR activities; i.e. workforce planning, recruitment and selection, T&D, etc.

•Focus on local business operations with an eye on managers’ development and localized solutions and support. (e.g., coaching, counseling, career development, disciplinary actions).

•Execute global projects and initiatives that are normally COE-driven to address business specific needs

•Mine / crunch data and provide data-driven insights for decision making.

•Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

•Work hand in hand with different stakeholders to instill competitive organizational culture that spurs performance, productivity and economies of scale.

 

Collaboration with stakeholders

•Scan and understand the business environment, get insights and trends from the HR COEs (Centre of Excellence) and operational HR.

•Partner with HR COEs to implement workable business-oriented solutions.

•Collaborate with operational HR to provide high levels of service delivery.

 

HR Analytics and Reports

•Review and discuss HR monthly and periodical reports with the top management to support taking informed decisions.

 

Policies, processes, and procedures

•Mitigate organizational risk and increase HR processes compliance.

•Foster the identification of opportunities for continuous improvement of systems, processes and practices considering leading practices, improvement of business processes, cost reduction and productivity improvement.

 

Recruitment and Selection

•Find ways to promote employee value proposition.

•Effectively source candidates and construct sources assessment to identify effective ones.

•Conduct interviews as needed and as per plan to support shared service local team.

•Manage on-boarding process and follow up probation period assessments.

 

Training and Development

•Ensure T&D activities are executed as planned.

•Measure effectiveness of the T&D activities.

 

Performance Management

•Initiate performance management necessary communication to keep the people aware of current situation; communication to set individual objectives by beginning of the year, mid-year review and year-end review.

 

Succession Planning

•Execute SP system, identify high potentials and groom leaders from within.

•Define learning gap through use of solid assessment and development centers.

 

Diversity, equity and inclusion

•Perform activities that boost positive organizational culture such as celebrating best performers.

•Liaise with COE to conduct employee happiness surveys to assess engagement and happiness level.

 

The following are essentials for the role:

 

•Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology or related field.

•Master’s degree in human resources, business administration or related field is preferred.

•CIPD, SHRM or other relevant qualification is a plus.

•5-8 Years of Experience in Similar Field.

•Experience in F&B Industry.

•Proficient in MSOffice especially Excel.