Senior Manager (HR Business Partnering - Grassroots)

[What the role is]

To be the HR Business Partner:
• to assigned divisions in the full spectrum of human resources operations functions ranging from recruitment, staff deployment and posting to exit management.
• to staff, in the employee journey and professional development.
• to develop and execute HR operational policies/plans for PA staff.
• in the efficient and effective management of current and upcoming HR business priorities.

[What you will be working on]

•Manage manpower resourcing, including recruitment, outreach, on-boarding, postings and secondment, internship management, re-employment, contract renewal and exit management.
•Foster strong relationships with stakeholders, communicate effectively, and build trust, to effectively influence, facilitate, negotiate, and resolve conflict in order to develop and engage employees (e.g., convey policy rationale).
•Develop and implement recruitment strategies (sourcing, assessment, and selection) to maximise the effectiveness of the selection process that will help the PA achieve its current and long-term goals.
•Provide professional advice to Division on the interpretation of HR policies and staff matters (e.g., staff profile, recruitment, postings, temporal staff, re-employment, exit strategies etc).
•Champion new ways of working by applying and implementing innovative solutions to day-to-day work.
•Design, translate, and implement policies and processes that are staff-centric while taking into consideration staff and organisational needs, relevant legislations, and industry best practices.
•Develop and implement strategies that facilitate staff movements to meet the PA’s current and long-term goals and strategies, in anticipation of future workforce trends and conditions.
•Leverage on technology and digital tools to optimise and enhance HR functions. This includes fostering a tech-focused and pro-digitalisation culture in the HR team.
•Use data and analytics across a range of HR functions to generate insights for
business intelligence and foresights for planning purposes.
•Promote teamwork and team learning of HR staff for greater effectiveness and productivity of HR work.

[What we are looking for]

Other ad-hoc duties not covered under main responsibilities and duties.