Manager, HR Business Partnering

Roles & Responsibilities Strategy and Business Partnering: • Implement strategies cascaded down from management at country/location level. • Work with different stakeholders throughout the employee lifecycle; identify the business requirements and provide HR's support to the business where necessary. • Actively participate in various HR initiatives such as HR Awards, business outlook to become the Employer of Choice; gather buy-ins from employees and line managers. • Talent Management, Workforce & Succession Planning • Engage in regular meetings with the business to review all people issues at country/location level; proactively understand current/future manpower needs; advise on resource planning options. • Deploy organization’s workforce plans to maximize productivity. • Partner with business to craft robust succession plans for business-critical roles; work closely with Senior Manager, Regional HRBP to manage roles with broader scope (i.e. regional and global). • Execute both short-term and long-term plans that aligns with business strategies and growth. • Ensure compliance to regulatory for separated employees. • Conduct exit interviews to gather feedback for better employee retention. • Review turnover rates for the country/location and have clear action plans to manage turnover to prevent redundancies in the company. • Coach line managers to manage involuntary exits due to redundancy or other reasons. • Facilitate re-employment of employees beyond retirement age. Recruitment & Onboarding • Identify the best sourcing channel to hunt for the right candidates in line with business needs. • Lead the recruitments and onboarding in the country and ensure alignment to business plans; ensure business needs are met timely. • Guide hiring managers in selection of candidates through effective screening and assessment processes. • Work with HR Senior Manager to review the talent acquisition process frequently for continuous improvement. • Evaluate the effectiveness of recruitment agencies engaged and ensure quality delivery of standards according to SLA. • Implement on/off-boarding processes in the country such as engaging new hires once they are identified (i.e. pre-onboarding). • Guidelines managers on onboarding new hires to enhance effectiveness of orientation and induction programmed. • Analyze post-surveys of on/off-boarding processes and provide recommendations for improvements. • Work closely with OD team to deliver employer branding activities. Total Rewards & Payroll Governance • In liaison with Global Rewards, provide proposal for employee promotions, salary adjustment requests. • Follow up on the necessary approvals for any ad-hoc requests from the business such as salary increases, staff retention. • Work closely with Global Rewards to roll out annual compensation review, payment of allowances at country level, CIP etc. • Work closely with HR Director/Senior Director on mass retrenchment and/or hiring exercises. • Ensure payroll is processed timely and accurately; activate contingency plans for service failure. • Ensure monthly OT compliance with local legislations. Flag out non-compliance and work with the business to ensure corrective actions are taken. • Work with HR Senior Manager to standardize and streamline payroll systems and processes in the region. • Assess and evaluate payroll vendors and quality of services provided. • Regulatory & Compliance Management • Ensure the HR compliance to regulatory (external) and company's SOPs • (internal) and audits. • Review existing processes, makes changes and set up new processes were • required. • Actively involved in the audit processes and ensure all open items are closed • out timely and non-compliances are rectified. • Participate in the internal peer audit initiatives cross countries/regions; flag out • areas for improvements and share best practices. Employees Engagement • Initiate employees engagement, experiences and initiatives in the country. • Lead HR team participate in Employer of Choice, encourage employees engagement surveys, managing the action plans etc. • Collaborate with OD team on communications dissemination to employees; anticipate possible feedback and issues raised by employees. • Participate in trial runs and provide inputs to L&D team in the training program design, delivery and post-training evaluation. Performance Management • Supervise the performance management processes from goals setting to performance management tools. • Coach and educate line managers and employees on the adoption of performance management tools. • Monitor and ensure Performance Improvement Plans (PIP) are in placed for the underperformers. Work closely with the business and employees to develop action plans and get their buy-ins. • Track, manage and analyst data to identify patterns of underperformers at country level and introduce interventions early as required. Financial Management & Leadership • Responsible for the country's budget and ensure all spends are within budget. • Manage the country's headcounts and salaries and fringes. • Lead and coach the HR teams; ensure the teams are strong to support the business; inspire the teams to accomplish the department's objectives. • Translate business and department's objectives into actionable plans for the team. Requirements: Education: • Bachelor’s degree in HR, Business Administration, or related field (Master’s preferred). • Certifications: SHRM-CP/SCP, PHR/SPHR, or equivalent certifications highly desirable. Experience: • 5+ years in HR management, with proven success in strategic planning and project execution. Competences • Manages Complexity: Ability to navigate and address complex HR challenges across multiple jurisdictions. • Business Insight: Strong understanding of business operations and how HR can support strategic goals. • Ensures Accountability: Commitment to high standards of accountability in HR processes and outcomes. • Plans and Aligns: Skill in developing strategic plans that align HR initiatives with business objectives. • Nimble Learning: Ability to adapt quickly to changes in the business environment and HR practices. • Strategic Mindset: Forward-thinking approach to HR strategies that anticipate future workforce needs. • Cultivates Innovation: Encourages innovative HR practices and solutions to improve employee engagement and performance. • Decision Quality: Ability to make informed, data-driven decisions that impact the organization positively. • Planning and Organizing: Strong organizational skills to manage multiple HR initiatives effectively. • Data Collection and Analysis: Proficient in analyzing HR metrics to drive strategic decisions. • Adaptive Mindset: Flexibility to adjust strategies based on evolving business needs. • Project Management: Expertise in managing HR projects from conception to execution. • Negotiation: Effective negotiation skills to manage employee relations and vendor contracts. • Policy and Regulation: Knowledge of relevant HR policies and regulations to ensure compliance. • Policy Development and Implementation: Experience in developing and implementing HR policies that support organizational goals.