HR Business Manager

Responsibilities

• Strategic Planning Deployment: Develop and execute short-term, medium-term, and long-term HR strategies aligned with organizational objectives.
• Create annual and multi-year HR roadmaps and oversee successful implementation.
• Provide strategic recommendations to leadership on workforce and organizational development initiatives.
• Policy Formulation Governance: Lead the development, review, and enhancement of HR policies, procedures, and guidelines.
• Partner with stakeholders to drive policy implementation and change management.
• Ensure compliance with applicable labor laws and organizational governance standards.
• HR Research, Benchmarking Advisory: Conduct market research and HR benchmarking studies to identify emerging trends and best practices.
• Develop innovative HR solutions that address organizational and business challenges.
• Serve as a trusted advisor to senior management on HR transformation initiatives.
• HR Systems, Processes Operations Excellence: Drive continuous improvement of HR processes, systems, and operational frameworks.
• Establish process governance and performance standards to improve efficiency and effectiveness.
• Monitor key HR operational metrics and ensure achievement of service delivery targets.
• HR Analytics Reporting: Design and manage HR dashboards, scorecards, and workforce analytics.
• Analyze workforce trends and provide actionable insights to support business decisions.
• Establish reporting mechanisms for key HR performance indicators.
• Capability Building Knowledge Management: Lead organizational capability development and learning initiatives.
• Promote knowledge sharing and best practice adoption across HR and business teams.
• Foster a culture of continuous learning and employee development.
• Stakeholder Customer Relationship Management: Build strong partnerships with business leaders and cross-functional teams.
• Understand stakeholder needs and provide effective HR solutions.
• Enhance employee and leadership engagement through proactive communication and collaboration.
• Vendor Partner Management: Manage relationships with external HR consultants, training providers, and vendors.
• Evaluate vendor performance and ensure alignment with organizational objectives.
• Optimize external partnerships to support HR programs and initiatives.
• Employer Branding Talent Positioning: Strengthen employer brand and employee value proposition (EVP).
• Support initiatives that enhance organizational reputation in the talent market.
• Leverage market insights and employee feedback to improve talent attraction and retention.

Educational Requirement

Graduate

Preferred Skills

• BPM->Leadership - JL7B

Service Line

Human Resource Department