Job Summary:

Responsibilities:

Integration & Change Management

• Play a key role to support the delivery of strategic HR change within the teams
• Partner with the business leaders to develop and implement key engagement activities to support teams through the integration period
• Develop plans for strategic projects, coordinate and manage activities related to key deliverables, identify key issues and risks and act as change leader to manage change as required

Strategic Business Partnership

• Understand the business and play a significant role in driving the people initiatives aligned to the business strategy and plans
• Actively participate in the business and provide relevant advice where needed
• Keep the business leaders informed on industry HR trends that may affect the business and build high trust relationships with relevant stakeholders
• Work with the leaders to upskill the people managers and identify performance gaps to build capabilities
• Work closely with internal HR COE teams (Talent Acquisition, Learning & Development, Compensation & Benefits and HR Operations) to identify and ensure seamless execution of the HR deliverables for the business
• Provide business specific feedback to the HR COEs for design and delivery improvement of client-ready solutions

Workforce Planning & Management

• Manage and maintain an optimal headcount plan and organization structure in line with the business plan
• Take charge of headcount planning process for the AOP and the Five Year Plan exercise
• Partner with hiring managers to determine the type of hire for roles and assignments, and nature of employment
• Partner with business leaders to increase the quality of internal roles through job enlargement and job enhancement opportunities
• Ensure that the compensation and benefits for employees and new hires are aligned to the company’s compensation philosophy
• Partner with stakeholders for appropriate organisation design as and when the business / situation requires
• Develop retention strategies through talent planning and employee development

Drive Culture

• Propagate a performance-oriented work culture in the organization by effectively driving the performance management process
• Guide the line managers through a learning needs analysis process and work with the L&D team to provide aligned development programs and initiatives
• Guide the leaders to facilitate organization and culture change through recognition, employee communication and customized initiatives
• Manage employee relations and address employee grievances

Basic Qualifications:

Qualification and Experience

· Bachelor's Degree in any Business discipline

· 8 to 10 years of relevant experience across South East Asia Markets

· Experience as a business partner in a generalist capacity

Knowledge and Skills

· Strong technical expertise and knowledge of SEA labour legislations

· Understands HR processes and best practices

· Ability to navigate an integrated organisation

· Ability to manage and engage stakeholders effectively

· Credible influencing skills

· Strong analytical skills

· Ability to prepare business reports by using HR System Reports, Dashboard & PowerPoint/Excel

· Good communication skills

· A strong team player who embraces change and innovation.

· Creative problem solver with great learning agility

· Commercial acumen

· High level of integrity

Attitude

· Resilient

· Open to change

· Responsible & Independent

· Committed

· Passionate and Driven

· Professionally Mature

Additional Information: