People Partner

4 weeks ago

Singapore DELTA SG CONSULTING Full time
Roles & Responsibilities

Job Location: Singapore CBD

Education Qualification: A Degree from a reputed university

Experience: Minimum 7–9 years as an HR business partner


The Role:


This role will work closely with both the HR department and the business leaders and teams across Synechron’s Singapore, Hong Kong and Japan entities, while collaborating with the global organization. The main role is to support the business by providing HR guidance and solutions that align with the company’s goals and objectives.


The role involves coaching and guiding on people management, positions and work. The role holder will analyse people related trends, draw insights and take corrective actions. Additionally, they will deliver value-added services and projects that align business objectives with employees and management. They will be a change agent, balancing legacy and forward thinking. They will identify needs, create initiatives, and independently manage projects from inception to completion within the region.


This role is directly reporting to the HR Director, EMEA & APAC. The role holder will need to be aligned to the global HR team and strategies. The business leaders and teams should be considered ‘the client.’


Overall Responsibilities:

People Partnering

  • Ensure HR matters are handled fairly and consistently and in line with company requirements and localemployment laws.
  • You will be the main point of contact for the Business Unit (BU) Head and their leadership team. This means you will work closely with the leaders of the BU and have a good understanding of the business, including its finances, priorities, and strategies in the region. The role holder is not part of the Leadership team but is a voice at the table by supporting, challenging and coaching them.
  • You will be responsible for implementing organisation and HR changes that have a significant impact on employees. This includes activities like designing the organisation’s structure, reviewing job roles, and evaluating job performance.
  • Your role is to enable effective communication for strategic and operational changes within the business to ensure their success.

Manager Development

  • Offer focused coaching and advice to managers. You will do this by understanding their needs, listening to concerns, understanding differences in style and identify areas where they need support.
  • You will give one to one coaching sessions to managers to address specific issues, giving guidance on people management and give practical solutions to improve their leadership skills.
  • During times of organisational change, you will assist managers in navigating these transitions, implementing new initiatives and communicating changes to their teams. This will include coaching managers to be confident but also producing talking points and project plans.
  • The role holder may organise or recommend leadership development programs, workshops, or training sessions to help managers enhance their leadership skills, emotional intelligence and communication abilities.

HR Experience / Operations

  • You are the go-to person for important HR projects, whether they are happening globally, regionally, or locally. You will be the main contact for these projects and provide support to ensure their success.
  • You will be responsible for driving regular HR activities such as conducting annual performance evaluations, reviewing pay rates, and facilitating calibration sessions. These activities help assess employee performance, determine appropriate compensation, and ensure fairness within the organisation. You will ensure a smooth and efficient HR process for these tasks.
  • You will be responsible for working with HR Operations teams for all tasks pertaining to service delivery in the region you support.• You will work to any SLAs which are defined. This will be especially important for any HR Operations tasks.

Employee Relations

  • Resolve difficult employee conflicts and work closely with leaders to handle performance reviews, grievances, and disciplinary matters. This includes cases of long-term sickness absence.
  • Handle and resolve challenging employee relations issues by conducting thorough, fair, and unbiased investigations with external legal support and comprehensive case documentation. Identify and escalate cases considered high risk to the HR Director, EMEA and APAC.
  • Enhance policies and processes for the APAC region to align with the global standards.

Performance and Talent Culture

  • Improve company performance by helping managers set goals, plan development, and conduct individual reviews. Also, provide relevant trends and areas for improvement. Focus on calibration, succession planning, and rewarding employees.
  • Implement strategies for managing and developing talent within the organisation.
  • Collaborate with leaders to create career plans and provide training programs for soft skills, such as career development and leadership.
  • Work on employee engagement and retention through survey programs, focus groups, change management initiatives, and events.
  • Cultivate an inclusive work culture where everyone feels valued and respected.

Data and Analytics

  • Collect, organise, and analyse HR data to spot trends, patterns and valuable insights. This data includes employee demographics, performance metrics, attrition rates, compensation details, and employee engagement surveys.
  • Create clear and meaningful reports and dashboards to showcase HR analytics. Use visual tools like charts, graphs, and infographics to effectively communicate key findings and trends to stakeholders.
  • Work with HR leaders and business stakeholders to identify strategic goals and objectives. Use data and analytics to offer insights and recommendations that support decision-making in areas like talent acquisition, workforce planning, employee development, and retention strategies.
  • Ensure compliance with data protection and privacy regulations and safeguard sensitive HR data.

Tell employers what skills you have

Coaching
Talent Management
Report Writing
Talent Acquisition
Employee Communication
Workforce Planning
HR Operations
Succession Planning
Career Development
Leadership Development
Employment Law
Employee Benefits
HR Policies
Emotional Intelligence
Conflict Management
Employee Relations
Data Analytics
performance review
Performance Management
Strategic HR

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