Responsibilities

• Strategic HR Planning: Collaborate with senior leadership and business unit heads to understand their strategic goals and translate them into HR initiatives and plans.
• Talent Management: Oversee the talent acquisition, onboarding, development, and retention strategies to ensure that the organization has the right people with the right skills to meet its objectives.
• Employee Relations: Address and resolve complex employee relations issues, ensuring a positive and productive working environment while minimizing legal risks.
• Performance Management: Implement performance management processes, including goal setting, performance reviews, and feedback mechanisms to drive employee performance and development.
• Organizational Development: Identify opportunities for organizational improvements, change management, and development initiatives to enhance efficiency, productivity, and employee engagement.
• Compensation and Benefits: Collaborate with the compensation and benefits team to design and administer competitive compensation and benefits programs that attract and retain top talent.
• Employee Development: Implement learning and development programs that address skill gaps and promote career growth, including training, mentoring, and leadership development.
• HR Metrics and Analytics: Use HR data and analytics to identify trends, measure the impact of HR initiatives, and provide insights to support business decisions.
• Legal Compliance: Ensure HR policies, procedures, and practices follow labor laws and regulations, and proactively manage legal risks.
• Diversity and Inclusion: Promote diversity and inclusion initiatives to create a diverse workforce and an inclusive workplace culture.
• HR Technology: Utilize HR technology and systems to streamline HR processes and improve data management and reporting.
• HR Business Partnering: Be a trusted advisor to business leaders, providing guidance on HR matters and serving as the voice of HR within the business units.

Qualifications

• Bachelor’s degree in human resource management, Organizational Development and/or related fields.
• At least 7 years of experience in a similar capacity as a HRBP.
• Good understanding of various HR disciplines, not limited to organizational development, recruitment, compensation & benefits and learning and development.
• Fluent in English both writing and verbal.
• Strong knowledge of labor law/legislation.
• Good interpersonal skills, relationships, and service mind, together with ability to work with people from different levels and functions.
• Excellent communication, negotiation, and interpersonal skills.
• Analytical and problem-solving abilities
• Experienced with any HRIS would be added an advantage.