HR Business Partner

Job Summary: The HR Business Partner plays a critical role in partnering with business leaders to design and deliver people strategies and best practices that support business objectives. The role serves as an active strategic functional support to the company’s people leaders specifically in the areas of Human Resource Planning, Business Partnering, Organization and Job Design, Performance and Talent Management, Learning and Development, Total Rewards and Recognition, Culture and Engagement, and other HR services.

Key Responsibilities:

1. Strategic Human Resource Management and Business Partnering:

• Collaborate with the country’s leadership team to assess organizational health and develop effective HR strategies aligned with regional and country objectives.
• Apply best practices in designing and implementing effective HR strategies which affect the efficiency of the company’s operations.
• Provides guidance in solving HR matters by gathering facts, conducting interviews and consultations, and responding appropriately to each situation on solutions that meets business needs and minimizes risk.
• Conducts review of HR policies and processes; identify gaps and co-develop policies to ensure adherence to labor laws/regulations and alignment to overall business directions.
• Recommends innovation on HR-related processes and suggestions on policies and programs

2. Organization Architecture:

• Participates in country strategic planning and provides insights on the latest trends in human resources management. Gives inputs on establishing and implementing short-term and long-term people programs.
• Conducts periodic review of organization structure or job design based on research, results of employee dialogues, market benchmarking, and understanding of the unit’s function.
• Review organization structure and job design, analyze workforce supply and demand, and support sourcing strategies in partnership with recruitment agencies and regional HR.
• Analyzes the workforce supply and demand for the assigned market/country based on business objectives. Addresses gaps through creation and/or facilitation of sourcing strategies, in partnership with country recruitment lead, agencies and EMEAA HR.
• Supports requests and provides guidance for job review and evaluation, and role competency assessment to capture the evolving job requirements of the organization.
• Determines possible impact of change initiatives through consultations and feedback-gathering; recommends structured change strategy and communication plan.

3. Talent Management:

• Work with country leadership and Regional EMEAA HR to develop and implement talent management strategies. Identifies and assesses existing and emerging talent needs using standard tools.
• Ensure the effectiveness of the Performance Management System, ensuring that objective setting, performance assessments, and talent movements meet business needs while maintaining highest level of transparency and integrity.
• Co-facilitates talent review through deployment of appropriate assessment tools for each function.
• Support the preparation of Learning and Development plans and assists people managers in preparing and monitoring the completion of the agreed L&D plans.

4. Total Rewards and Recognition:

• Studies and assesses impact of compensation and benefits strategy implementation, as applicable and elevates potential issues and concerns; recommends appropriate communication plan to address unique needs of when necessary.
• Provide input on compensation and benefits strategy design and facilitate implementation in collaboration with Country Business Head and regional HR.
• Reviews and provides inputs in the design of compensation and benefits strategy and programs together with relevant stakeholders (Country Business Head, Market head and regional HR) and facilitates implementation ensuring incorporation of business directions, applicable laws, research and benchmarks, and the rewards principles of the organization).
• Support the Sr. HR Manager in ensuring uniform and correct implementation of compensation and benefits strategies.

5. Culture and Employee Engagement:

• Champion the design and implementation of employee engagement strategies and programs consistent with principles and directions of the organization; drives support and participation in engagement activities from each function.
• Conduct employee dialogues and analyze feedback to propose interventions to address engagement gaps.
• Guides people managers in implementing the employee disciplinary process which includes case investigation, facilitation of administrative hearings, and providing expert advice on case evaluation and decisions.

Qualifications:

• Bachelor's degree in Human Resources Management, Business Administration, or related field. Master’s degree or HR certification preferred.
• With 2-3 years generalist experience in human resource management, at least 1 year of which involves account management and/or internal business partnerships. Strong knowledge of Singapore labor laws and regulations.
• Knowledgeable with best practices and HR trends.
• Demonstrated experience in strategic HR management, organizational design, talent management, and employee engagement.
• Excellent communication, interpersonal, and influencing skills.
• Ability to collaborate effectively with diverse stakeholders and work in a fast-paced environment.

Skills:

1. Excellent Oral and Written Communication Skills
2. Computer Literacy
3. Project Management Skills
4. Competency Based Interviewing Skills
5. Presentation and Facilitation Skills
6. Systems Thinking
7. Analysis and Reasoning
8. Stakeholder Management / Influencing and Coaching Skills

Essential Traits:

1. Learning Agility / Ability to thrive in an ambiguous and rapidly changing environment
2. Has initiative / Can work independently and as part of the team
3. Strong Personal Mastery
4. Customer Focus
5. Results Oriented / Has Speed with Excellence
6. Demonstrated Integrity and Judgment
7. Cultural Awareness

Function-specific Knowledge:

1. Human Resource Management Frameworks and Trends
2. Employee Life Cycle
3. Business Partnering and Account Management
4. Organizational Diagnosis
5. Change Management
6. Learning Designs and Delivery
7. Policy Creation
8. Process Design and Improvements
9. Rewards Implementation and Recognition
10. Employee Engagement and Retention
11. International and Country Labor Compliance and Regulations
12. HR Analytics