Manager, HR Business Partnering

Roles & Responsibilities

Strategy and Business Partnering:

• Implement strategies cascaded down from management at country/location level.

• Work with different stakeholders throughout the employee lifecycle; identify the business requirements and provide HR's support to the business where necessary.

• Actively participate in various HR initiatives such as HR Awards, business outlook to become the Employer of Choice; gather buy-ins from employees and line managers.

• Talent Management, Workforce & Succession Planning

• Engage in regular meetings with the business to review all people issues at country/location level; proactively understand current/future manpower needs; advise on resource planning options.

• Deploy organization’s workforce plans to maximize productivity.

• Partner with business to craft robust succession plans for business-critical roles; work closely with Senior Manager, Regional HRBP to manage roles with broader scope (i.e. regional and global).

• Execute both short-term and long-term plans that aligns with business strategies and growth.

• Ensure compliance to regulatory for separated employees.

• Conduct exit interviews to gather feedback for better employee retention.

• Review turnover rates for the country/location and have clear action plans to manage turnover to prevent redundancies in the company.

• Coach line managers to manage involuntary exits due to redundancy or other reasons.

• Facilitate re-employment of employees beyond retirement age.

Recruitment & Onboarding

• Identify the best sourcing channel to hunt for the right candidates in line with business needs.

• Lead the recruitments and onboarding in the country and ensure alignment to business plans; ensure business needs are met timely.

• Guide hiring managers in selection of candidates through effective screening and assessment processes.

• Work with HR Senior Manager to review the talent acquisition process frequently for continuous improvement.

• Evaluate the effectiveness of recruitment agencies engaged and ensure quality delivery of standards according to SLA.

• Implement on/off-boarding processes in the country such as engaging new hires once they are identified (i.e. pre-onboarding).

• Guidelines managers on onboarding new hires to enhance effectiveness of orientation and induction programmed.

• Analyze post-surveys of on/off-boarding processes and provide recommendations for improvements.

• Work closely with OD team to deliver employer branding activities.

Total Rewards & Payroll Governance

• In liaison with Global Rewards, provide proposal for employee promotions, salary adjustment requests.

• Follow up on the necessary approvals for any ad-hoc requests from the business such as salary increases, staff retention.

• Work closely with Global Rewards to roll out annual compensation review, payment of allowances at country level, CIP etc.

• Work closely with HR Director/Senior Director on mass retrenchment and/or hiring exercises.

• Ensure payroll is processed timely and accurately; activate contingency plans for service failure.

• Ensure monthly OT compliance with local legislations. Flag out non-compliance and work with the business to ensure corrective actions are taken.

• Work with HR Senior Manager to standardize and streamline payroll systems and processes in the region.

• Assess and evaluate payroll vendors and quality of services provided.

• Regulatory & Compliance Management

• Ensure the HR compliance to regulatory (external) and company's SOPs

• (internal) and audits.

• Review existing processes, makes changes and set up new processes were

• required.

• Actively involved in the audit processes and ensure all open items are closed

• out timely and non-compliances are rectified.

• Participate in the internal peer audit initiatives cross countries/regions; flag out

• areas for improvements and share best practices.

Employees Engagement

• Initiate employees engagement, experiences and initiatives in the country.

• Lead HR team participate in Employer of Choice, encourage employees engagement surveys, managing the action plans etc.

• Collaborate with OD team on communications dissemination to employees; anticipate possible feedback and issues raised by employees.

• Participate in trial runs and provide inputs to L&D team in the training program design, delivery and post-training evaluation.

Performance Management

• Supervise the performance management processes from goals setting to performance management tools.

• Coach and educate line managers and employees on the adoption of performance management tools.

• Monitor and ensure Performance Improvement Plans (PIP) are in placed for the underperformers. Work closely with the business and employees to develop action plans and get their buy-ins.

• Track, manage and analyst data to identify patterns of underperformers at country level and introduce interventions early as required.

Financial Management & Leadership

• Responsible for the country's budget and ensure all spends are within budget.

• Manage the country's headcounts and salaries and fringes.

• Lead and coach the HR teams; ensure the teams are strong to support the business; inspire the teams to accomplish the department's objectives.

• Translate business and department's objectives into actionable plans for the team.

Requirements:

Education:

• Bachelor’s degree in HR, Business Administration, or related field (Master’s preferred).

• Certifications: SHRM-CP/SCP, PHR/SPHR, or equivalent certifications highly desirable.

Experience:

• 5+ years in HR management, with proven success in strategic planning and project execution.

Competences

• Manages Complexity: Ability to navigate and address complex HR challenges across multiple jurisdictions.

• Business Insight: Strong understanding of business operations and how HR can support strategic goals.

• Ensures Accountability: Commitment to high standards of accountability in HR processes and outcomes.

• Plans and Aligns: Skill in developing strategic plans that align HR initiatives with business objectives.

• Nimble Learning: Ability to adapt quickly to changes in the business environment and HR practices.

• Strategic Mindset: Forward-thinking approach to HR strategies that anticipate future workforce needs.

• Cultivates Innovation: Encourages innovative HR practices and solutions to improve employee engagement and performance.

• Decision Quality: Ability to make informed, data-driven decisions that impact the organization positively.

• Planning and Organizing: Strong organizational skills to manage multiple HR initiatives effectively.

• Data Collection and Analysis: Proficient in analyzing HR metrics to drive strategic decisions.

• Adaptive Mindset: Flexibility to adjust strategies based on evolving business needs.

• Project Management: Expertise in managing HR projects from conception to execution.

• Negotiation: Effective negotiation skills to manage employee relations and vendor contracts.

• Policy and Regulation: Knowledge of relevant HR policies and regulations to ensure compliance.

• Policy Development and Implementation: Experience in developing and implementing HR policies that support organizational goals.