Lead HR Business Partner

Roles & Responsibilities

The Role (Position Objective/ Summary):

The Lead HR Business Partner is a strategic partner and serves as a consultant to business leaders on HR related issues, employee champion, and is a support and change agent for the designated business unit(s). The HR Business Partner formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.

HRBPs provide support in the following areas: organizational development, workforce planning, employee relations, performance management, coaching, organizational learning and development, teambuilding, succession planning, total rewards, and compliance.

The Main Responsibilities:

• Serves as a strategic partner for the BU leaders in the organization, drive and improve HR processes across client groups; enabling functional transformation.
• Assume a consultant role to BU leaders and provide thought partnership for strategic planning in terms of people, organizational design and culture
• Lead talent reviews and top talent initiatives, ensuring the business has the right skill sets and behaviors to meet strategic objectives
• Lead organizational design to ensure the right roles, responsibilities and processes are in place to meet business demands
• Partner with COEs including Compensation & Benefits; Talent Acquisition; Payroll including extended teams within/ outside APAC region
• Develop and lead the implementation of HR programs with internal customers across the talent management lifecycle including workforce planning, performance management, total rewards, colleague engagement, leadership assessments and succession planning.
• Execute the strategic HR service offering including: management learning and development programs, employee engagement surveys, HR assessments, performance management systems, behavioral/leadership assessments, and compensation plans and benchmarking.
• Collaborates with learning and development specialist to ensure training meets needs of business unit.
• Provides feedback on new and emerging topics, evaluating content development and recommending improvements.
• Support special projects such as process improvement, internal service offering redesign, and development and roll-out of new HR products/services to internal customers.
• Actively participate by openly sharing ideas and suggestions, participating in project teams and training internal stakeholders on changes.
• Provide day to day performance management guidance to line management (coaching, counseling, career development, performance management).
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Provides HR Policy guidance and interpretation.
• Conduct ongoing meetings with respective business units and participate in business meetings
• Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• Manage and maintain compliance matters.
• Manages and resolves complex employee relations issues; conducts effective, thorough and objective investigations.

What We Look for in a Candidate:

• 6 – 8 years' progressive professional Human Resources generalist & partner experience including prior experience working with senior executives
• Strategic thinker with strong business acumen and proven track record in supporting business units including sales, marketing, business operations
• Demonstrate ability to positively influence, particularly through leadership development and coaching
• Pro-active and good work ethics and maintains confidentiality
• Ability to make decisions about the best course of actions; with good judgement
• Strong collaborator; Working collaboratively with others to achieve organizational goals.
• Ability to work effectively under ambiguous circumstances or changing situations
• Dealing with situations and issues proactively and persistently, seizing opportunities that arise.
• Supporting, implementing and initiating change, while helping others deal with the transition.
• Understanding and using relevant legislation (knowledge of Asia Pacific legislation a plus), policies, procedures and/or standards in performing one's work.
• Establishing, sustaining and fostering professional contacts to build, enhance and connect networks for work purposes.
• Understands and processes complex information and exercises sound judgment, considering the situation, the issues, the key players, and levels of authority involved. Proposes course of action that further the objectives, priorities and vision of organization.

Qualifications:

• Bachelor's degree in Business/ Human Resources/ Organizational Development or related discipline
• Proficient in MS Office (Excel, Word, Powerpoint) and other applications including HRIS, ATS, LMS Tools

Tell employers what skills you have

Coaching
Talent Management
Talent Acquisition
Change Management
Legislation
Workforce Planning
Business Acumen
Succession Planning
Career Development
Leadership Development
Payroll
Employee Engagement
Organizational Development
HR Policies
Human Resources
Stakeholder Management
Employee Relations
Performance Management
Strategic HR

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