HR Business Partner

**Job purpose**:

- To be a trusted, respected and credible HR partner to the business
- To act as the single point of contact for customers on respect of any HR- and people-related topic (customers being managers within respective client groups)
- Proactively support the delivery of HR products and processes within the respective client areas and follow the HR advisory cycle
- To provide effective HR guidance and advice on a strategic level that is aligned to internal policies and relevant legislation and regulation to designated client groups to enable client areas to meet their operational, strategic and change management objectives trough the effective use and management of Human Resources
- To enable clients to have a structured overview of their people resources (e.g. key talents, poor performers, “key-man” risk and succession planning requirements) so that they can effectively manage these resources and drive performance within their division
- To be responsible for managing all aspects of the hiring process for the allocated client groups across the HR Hub Asia, providing resourcing expertise and advice to hiring managers, colleagues within GM-HR, external suppliers and internal and external applicants.
- Identify opportunities to provide tailored solutions to problems and provide a value-added service
- To actively drive and promote a culture of integrity and awareness for Compliance topics within the bank and the client-group (business
- and client specific)

**Key activities**:
**Resourcing**
- To understand and facilitate the resourcing requirements of the respective client groups in Asia
- Provide advice and guidance to the business in relation to resourcing and retention issues
- Manage the recruitment process from inception trough to offer including, promoting vacancies both internally and externally, interviewing applicants, facilitating a structured and reliable selection process, ensuring the quality of proposed hires, managing hire approvals and contract negotiations
- Drive forward the Asia resourcing strategy, always considering how it can and should link to any Bank-wide and HR strategic objectives (e.g. diversity agenda, succession planning, etc)
- To support and participate in Graduate and other HR recruitment initiatives.

**Employee Relations**
- Manage all ER cases which arise within the allocated client groups (e.g. grievances, disciplinaries, redundancies / restructuring, collective bargaining, litigation etc) and guiding the business through any associated HR procedures
- Ensuring that ER cases are effectively managed in a sensitive, confidential and pragmatic manner and ensuring Bank’s risk (legal or otherwise) in these cases is managed appropriately
- Provide employment and HR advice, support and guidance to management and staff on all R issues
- Develop and maintain employment law knowledge in relation to changing legislation
- Ensure appropriate documentation is maintained for ER cases as they arise

**Learning and Development**
- Work with the client to identify individual and departmental learning and development needs in alignment with the client’s requirements and strategic objectives
- Work with the relevant stakeholders and HR specialists to ensure suitable and cost-effective learning opportunities are sourced and delivered
- Coach managers with regards to effective performance management and provide advice and guidance on relation to the use of performance management tools to assist them in this regard
- Manage the annual performance review for client groups including providing performance management training to managers where necessary and ensuring completion trough reporting, follow-up and escalation
- Manage the annual promotion process and adhoc career development cases which arise throughout the year (e.g. ComMAP increases, internal transfers, role promotion, etc)
- To enable clients to have a structured overview of their people resources by facilitation a yearly analysis via the Bank’s applicable products top identify key talents, poor performers and succession planning requirements and conduction pro-active and effective follow-up after these sessions to ensure that steps are taken to address the gaps/topics/issues identified
- Advise clients regarding the employee’s development, including in relation to: promotions, ComMAP development, career planning etc

**Compensation**
- Coordinate and advise clients with regards to salary and variable pay considering internal and external benchmarking, career development and compensation history
- Provide support with the annual compensation cycles / reviews
- Provide advice and support ion order to ensure the remuneration policy is adhered to and there is consistency across client groups
- Appropriately exercise delegated authorities as detailed in the GM-HR competencies matrix

**Business Partnering**
- Maintain an effective working relationship with the respective business heads, stakeholders, external ven