Director, HR Business Partner

**Position Overview**
Asia Pacific Human Resources is made up of HR professionals, former consultants and analysts, we're the champions of a global change management culture. We "find talent, grow talent, and retain talent" - we bring the most innovative experts to RGA and provide the programs that drive top talent to thrive.

You'll be a champion of RGA's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on the best available data. Whether coaching on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our next generation of leaders, you are exceptionally focused on putting our people first.

The Human Resources Business Partner sets Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a high performing workforce.

The Human Resources Business Partner is responsible for all aspects of Human Resources. The HRBP is a member of the Local Management Committee(s) and contributes to strategy and to the wider business leadership.

HRBP’s core competencies include 4 key aspects: a.) Consultation - Provide guidance to organizational stakeholders; identifies opportunities for improvement in business functions / processes to drive results. b.) Business Acumen - Demonstrates understanding of business operations and the organizational levers (systems, processes, departments, functions) that impact business results; uses knowledge of major business functions, industry trends, and the business/competitive environment to contribute to effective business and people strategies and tactics. c.) Decision Analytics - Identifies and understands issues, problems, and opportunities; compares data from different sources to draw conclusions; uses effective approaches for choosing a course of action or developing appropriate solutions; takes action that is consistent with available facts, constraints, and probable consequences. d.) Change Champion - Understands, directs and contributes to change processes within the organization; encourages others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitates the implementation and acceptance of change within the organization.

The HRBP will be directly manage a team of three based in India (3), Malaysia (1) and Taiwan (1).

**Key Relationships (Internal & External)**:

- Country Heads of Business
- Asia Executive Committee Member
- Functional Managers and their international functional managers
- HR COE teams
- Regional HR Team
- Global HR representatives
- RGA Legal Counsel
- Professional bodies - India & Southeast Asia and Taiwan

**Responsibilities** Scope**:

- Overall responsibility for managing all aspects of Human Resources function for the Southeast Asia & India business units:

- Ensuring HR, payroll and Office Management practices are of superior quality and meet all regulatory and corporate requirements.
- Ensuring HR procedure manual and policies and HR operations in each market are current and reflect Corporate and Local Best Practices and local legal requirements.
- Ensuring HR management function supports business objectives.
- Promoting a positive and productive work environment and culture.
- Advancing personal and career development for all employees.
- Strengthening communication and collaboration.
- Driving performance management throughout the business.
- Execute Organizational Development activities in partnership with regional COE
- Recruitment activities across all markets

**Duties and Responsibilities**:

- Direct and be responsible for the Human Resources process, operations within established policy and in accordance with the authority delegated by the Regional Head of Human Resources and the SVP, Managing Director.
- Formulates a clear vision for Human Resources, including employee value proposition consistent with RGA strategy; and translating overall RGA strategy into business plan.
- Managing change by involvement, participation and communication and continuing the implementation of Change Management practices and Prosci methodology
- Actively promotes internal structures to ensure communication is diverse, effective and timely within RGA.
- Develops effective professional relationships with colleagues founded on openness, trust and honesty.
- Actively creates a learning environment so that talent can be identified and supported. In this way ensuring development plans can be maximized.
- Consistently ensures that progress is tracked against key metrics including financial, operational and internal/external benchmarks.
- Attrition/ length of service
- Engagement
- Compensation
- Internal transfers/promotions
- Continuously strive to improve the function by proactivel