HRBP - TOTAL REWARDS

Job Overview

This position is responsible for driving the plant's performance management, compensation, rewards, and talent management initiatives. This role partners closely with business leaders to ensure performance excellence, market-competitive reward programs, employee engagement, and workforce effectiveness. The incumbent acts as a trusted HR advisor, leveraging data and insights to support strategic workforce decisions while ensuring compliance with company policies and labor regulations

Job Requirements

1. Performance Management

• Lead the annual performance review, goal-setting, and performance calibration processes for plant employees.
• Partner with managers to ensure objective, fair, and timely performance evaluations.
• Monitor performance management compliance and completion rates across the organization.
• Provide coaching and guidance to leaders on performance discussions, employee feedback, development planning, and performance improvement processes.
• Analyze performance data and identify trends, gaps, and opportunities for improvement.
• Support Performance Improvement Plans (PIPs) and employee development initiatives.
• Facilitate talent review and succession planning discussions to strengthen organizational capability and leadership pipelines.

2. Total Rewards

• Administer annual salary reviews, bonus programs, incentives, and merit increase processes.
• Conduct compensation benchmarking and market competitiveness analysis.
• Ensure consistent application of compensation policies, salary structures, and reward practices.
• Monitor and manage reward-related budgets and headcount costs.
• Provide recommendations on salary adjustments, promotions, retention measures, and reward strategies.
• Support job evaluation, grading reviews, and organizational structure assessments.
• Drive employee communication and understanding of compensation and benefits programs.

3. HR Business Partnership

• Serve as a trusted advisor to plant leadership on performance management, rewards, and talent-related matters.
• Partner with leaders to align workforce performance and talent strategies with business objectives.
• Support employee engagement, retention, and organizational effectiveness initiatives.
• Ensure compliance with company policies, labor laws, and governance requirements.
• Participate in HR transformation, continuous improvement, and strategic HR projects.
• Collaborate with Centers of Excellence (COEs) and HR Operations to deliver HR programs effectively.

4. HR Analytics & Reporting

• Prepare, analyze, and present reports on performance ratings, compensation trends, turnover, workforce productivity, and other HR metrics.
• Develop insights and recommendations to support data-driven HR and business decisions.
• Monitor key workforce indicators and identify emerging people-related risks and opportunities.
• Support workforce planning and organizational effectiveness reviews through HR analytics.

What your background should look like

Education

• Bachelor's Degree in Human Resource Management, Business Administration, Psychology, or a related discipline.
• Professional HR certification will be an added advantage.

Work Experience

• Minimum 5 years of Human Resources experience, preferably within a manufacturing or industrial environment.
• Experience supporting a workforce of 1,000+ employees.
• Hands-on experience in performance management, compensation & benefits, talent management, and HR business partnering.
• Experience in HR analytics, workforce planning, and organizational effectiveness is preferred.

Personal Skills & Competencies

• Strong business partnering and stakeholder management skills.
• Excellent communication, influencing, and interpersonal skills.
• Strong analytical and problem-solving capabilities with the ability to interpret HR data and trends.
• Ability to manage confidential information with integrity and professionalism.
• Strong project management and organizational skills.
• Ability to work independently and manage multiple priorities in a fast-paced environment.
• Sound knowledge of employment laws, labor regulations, and HR best practices.
• Proficient in HR systems and Microsoft Office applications, particularly Excel and PowerPoint.
• Strong facilitation and coaching skills with the ability to engage leaders at all levels.

Competencies

Values: Integrity, Accountability, Inclusion, Innovation, Teamwork