About the role:
The HRBP will be responsible for HR initiatives / programs and the primary HR interface and business partner for the Commercial Operations / or Technical Operations with intention of achieving interrelated goals and business priorities in the respective units. This role partners with the function heads to ensure Talent Strategy and other HR programs are designed and implemented to support business initiatives/ priorities. In addition, this role will be responsible for providing day-to-day HR services.
Main Responsibilities:
Support business growth through organisational design together with business leaders and provide in-time recruitment solution.
Support development of clear case for organizational change, desired outcomes, accurate scope, clear roles and decision-making
Review and analyze business requests to identify trends and recommend solutions to improve employee performance, retention, development and employee value proposition.
Participate in the design, implementation, and management of compensation initiatives to ensure that compensation practices are linked in the overall strategy to attract, reward, and retain top talent
Drive the principles of meritocracy with leadership team in all talent decisions, including promotions, transfers, compensation adjustments, etc.
Design, lead, and work closely with managers to ensure HR initiatives/programs are implemented effectively within the division
Ensure units alignment in the design and execution of HR initiative efforts
Provide management coaching to build people managers’ leadership capabilities
Work with business leaders to define the organization structure, key measurement, key success factor
Advocate and facilitate resolutions regarding employee relations issues, with escalation to the Head of Human Resources when necessary
Facilitate implementation of a feedback mechanism at strategic touch points to facilitate open discussions of organizational improvement opportunities from employees
Ensure all HR practices; records, etc. are in full compliance with statutory requirements
Drive HR initiatives such as employee survey, employee engagement events etc.
Creates a measurement system and/or tools to assess understanding, buy-in and support of HR change management activities
Participate in other HR projects, programs or activities, as assigned.
Experience & Background
A first degree in a business-related field
Holder of Practicing certificate /Member of IHRM
At least 4 years or above HRBP/ Talent development experience in an FMCG.
The ability to manage multiple priorities and work independently
A proven track record of success in ambiguous and complex environments
Key competencies: Developing Standards, Fostering Teamwork, Management Proficiency, Promoting Process Improvement, Building Relationships, Organizational Astuteness, People Skills.
