Zone HR Business Partner, South East Asia

Job Title: Regional HR Business Partner, South East Asia & Pacific Zone

Location: Singapore, regular travel required between main business hubs.

Type: Hybrid - office/home working and travel.

Competitive salary and benefits

Bureau Veritas Marine & Offshore division are actively seeking a commercially focussed and pragmatic Regional HR Business Partner to define, develop and implement our People Agenda for our Marine & Offshore business across the South East Asia & Pacific Zone. This is a Regional role, partnering with the business at a senior level to drive people and leadership development, positive employee relations and strong change management. As a trusted partner and motivational leader, you will provide both strategic and operational support to your stakeholders on all HR related matters including employee relations, recruitment, learning and change whilst leading on the talent and engagement agenda for the region.

Reporting to the Vice President, South East Asia & Pacific Zone and functionally to the Vice President, HR, Marine and Offshore, this is a genuine opportunity to define and deliver a robust people strategy in a successful business with a growth agenda.

About the Role:
To act as an HR partner for business managers to develop a tactical & strategic HR service within customer groups. Translating business strategy into HR action within functions. Focus on how to attract, engage and grow the best people. Roll out the Group & Divisional HR programmes and practices.

To ensure or oversee daily delivery of HR transactional and operational activities for M&O in South East Asia & Pacific countries directly by the HR team (or through the local HR SSC Admin and payroll, training administration), ensuring full compliance with local laws & regulation as well as BV practices.

Responsibilities involve:
Attract:

- Play a key role in vacancy management focusing on proactive recruitment, annual resource forecasting, recruitment measures, and processes to attract the best people.
- Lead and demonstrate the BV Employee Value Proposition ‘Leave Your Mark’ in all internal and external recruitment marketing and communications
- Improve the DEI approach to resourcing and attraction to the maritime industry using a broad range of tools, techniques, platforms.

Develop:

- Enable cross functional consistency and ownership of performance, by leading performance forums and talent calibrations sessions.
- Act as an enabler in building organisational capability and depth through Talent Review & pipeline identification
- Support the diagnosis of individual and team development needs, engaging the capability requirements into tactical delivery.
- Recognise the highly technical nature of the workforce and build solutions that support career growth and mobility.

Retain:

- Facilitate successful completion of employee engagement survey process (BVOCAL) with follow-on action planning
- Ensure all HR policies and processes are adhered to consistently with the ability to coach and train managers in key people processes throughout the HR lifecycle.
- Ensure compensation and benefits are competitive and managed fairly in line with merit and company DEI principles.
- Develop change strategies to support new development activities, resource and culture plans
- Tactically manage employee relations minimising cost and facilitating the mitigation of cost to ensure has zero business performance impact
- To take responsibility for your own actions and those of your employees to support the company in achieving its health & safety and environmental goals and objectives.

Business Partnering & Matrix Working:

- Operate as a lead HR contact in the zone, connecting within M&O division; local HRSSC and other BV Operating Groups within the region
- Engage in functional business planning to drive alignment of Group & Operating Group HR strategies/plans with the business agenda.
- Display role model leadership behaviour through embedding feedback and coaching relationships.
- Enhance and build the capability of the organization to incorporate the HR component into strategic planning, development and assessment and improve competitive position.
- Work with the local HR Advisor to provide a high quality, employee centric HR service.

Deliverables:

- An annual HR/development/diversity activity plan for the zone
- People planning pack containing budget headcount, recruitment activity, employee relations & employment legal activity, Performance Review data, talent pipeline data, annual resource planning forecast, attrition, absence, SWOT analysis - in place for zone.
- Partner with finance to control headcount cost
- Legal/employee relations costs mitigated within zone
- Support delivery against HR/recruitment KPIs
- Develop strong working relationships between HR and business.
- Adherence to performance management process and bonus principles
- Role modelling of leadership behaviours, core values and code of ethics

What are we looking f