Human Resource Business Partner (Thailand, China & Japan)

Role Definition

Provides direction and support to business units in the areas of staffing, employee development, employee counseling, mobility program and performance management.

Responsibilities

• Act as a trusted HR Business Partner to leaders and employees across China, Thailand, and Japan, providing strategic guidance on talent, employee relations, organizational effectiveness, and workforce planning.
• Partner with business leaders to drive people’s initiatives, support organizational change, and ensure compliance with local employment laws and company policies.
• Manage end-to-end regional mobility and expatriate programs, including international assignments, relocations, immigration support, and vendor coordination.
• Provide governance and oversight of payroll operations across countries within scope, partnering with payroll specialists and external vendors to support accurate, compliant, and timely payroll delivery.
• Leverage HR data and insights to inform business decisions, drive continuous improvement, and enhance the employee experience.

Degree Requirement

• Degree with at least 10 years of equivalent experience desired

Skill Descriptors

Business Acumen: Knowledge of business concepts, tools, and processes that are needed for making sound decisions in the context of the company's business; ability to apply this knowledge appropriately to diverse situations.

Level Working Knowledge:

• Comments on the organization's business model and financial goals.
• Communicates key considerations for business decision making process.
• Cites examples of types of information needed to make sound business decisions.
• Participates in business task to get things done in own unit or area.
• Caters to key stakeholders and their priorities.

Knowledge of Organization: Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance.

 Level Working Knowledge:

• Applies organization's operating principles and practices within own business unit.
• Supports the mission, vision, and objectives of own department or unit.
• Assesses local and industry examples of acceptable and unacceptable business practices.
• Obtains information regarding key players, key issues, and key strategies in own unit.
• Specifies the roles and responsibilities of own business unit.

Decision Making and Critical Thinking: Knowledge of thedecision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.

 Level Working Knowledge:

• Applies an assigned technique for critical thinking in a decision-making process.
• Identifies, obtains, and organizes relevant data and ideas.
• Participates in documenting data, ideas, players, stakeholders, and processes.
• Recognizes, clarifies, and prioritizes concerns.
• Assists in assessing risks, benefits and consideration of alternatives.

Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.

Level Working Knowledge:

• Develops basic persuasive arguments.
• Discusses organizational culture around providing input on decisions.
• Uses active listening skills and probing techniques to surface opportunities to influence.
• Identifies who the decision makers are and how they receive information.
• Regularly presents ideas or suggestions to associates in persuasive terms.

Interpersonal Relationships: Knowledge of the techniques and the ability to work with a variety of individuals and groups in a constructive and collaborative manner.

Level Working Knowledge:

• Explains impact of interactions with individuals and groups.
• Identifies roles and responsibilities for self and others.
• Demonstrates an understanding of alternative points of view.
• Collaborates with departmental associates and management.
• Adapts interaction style to situations and people.

Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.

Level Working Knowledge:

• Detectsand summarizes patterns in data and findings by producing simple reports.
• Assesses common problems and obstacles surrounding data-gathering.
• Customizes data fields to meet clients' needs.
• Interprets and explains results of a data-gathering initiative.
• Participates in projects to gather data for needs analysis.

Employee Relations: Knowledge of the rights and obligations in the employee relations; ability to adhere to legal requirements when handling employee negotiations.

Level Working Knowledge:

• Assists employees with personal or professional problems.
• Conducts employee satisfaction surveys and documents interviewees' concerns and issues.
• Explains organizational policies, procedures and processes for dealing with employee relations issues.
• Addresses routine problems or disciplinary issues related to employee relations, such as grievances.
• Interprets and communicates employee relations policies and procedures at the local level.

HR: Policies, Standards and Procedures: Knowledge of human resource function; ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.

 Level Working Knowledge:

• Analyzes policy and standards documentation and ensures organizational compliance.
• Maintains a specific set of standards and associated HR procedures.
• Communicates and refers potential exceptions upward for review and approval.
• Assists in the development and implementation of specific procedures.
• Provides feedback for the improvement of HR procedures.