Human Resources Business Partner

Human Resources Business Partner (HRBP)

As the manager's and employees' advisor, the Human Resources Business Partner (HRBP) responds and supports the organisation's strategy and the business needs by defining, proposing and implementing HR action plans. As their single point of contact, the HRBP works with management to understand their business activities and to drive business performance through their teams. The HRBP identifies where their future needs will be, resulting in devising HR strategies and methods to meet those needs and agreed upon implementation plans for the business. The HRBP makes the link between their employees' portfolio and the HR Community, and therefore leads and promotes locally the main HR processes in coordination with the HR specialists. The HRBP works in close collaboration with specialists (such as payroll, training manager...) and have regular exchange with HR Leaders.

**Key duties and responsibilities**

Within the SCOR Asia-Pacific HR Team, you are the HR Business Partner for SCOR Global P&C and CFO business units throughout the region (9 locations):
**1. Works with management to understand and support business activities and strategies, how they develop their teams and where their future needs will be.**
- Is aware of the future business challenges to truly be part of the business by helping managers to deal with these futures changes.
- Identifies and analyses business requirements utilizing to the Leadership & Organisational Reviews.
- Creates their own internal network of contacts (managers, employees, representative staff, etc.) to stay informed about the business needs and issues.
- Through a global approach, actively participates with the business committees and internal events to understand the strategies deployed in the divisions.
- Identifies how the team is managed, understands which functions key and which employees are high potentials and how they can be developed and retained.
- Works through individual and collective HR issues and needs.
- Conducts employee interviews (Exit interviews, Long term leave interviews etc.) and uses information gained to better understand employee opinion to shape future HR activity

**2. Devises HR strategies and methods to meet manager's needs and assists with implementing these plans with the business.**
- Accordingly with SCOR's global HR policies and based on the global knowledge, the HRBP supports the business by proposing action plans to hire, develop, retain and dismiss employees, especially in case of key positions and/or high potentials.
- Supports the development of key employees in line with managers by building Individual Career Management Plans, proposing relevant solutions.
- Takes the opportunity of the annual HR processes (ADI, salary review, free shares attribution, global Partnership promotion and local promotions...) to implement these solutions.
- Supports management and Group HR in building and following up the implementation of succession plans for key positions.
- Actively participates to the evolution of the organization by providing a concrete HR support.

**3. Helps the training leader in identifying the training needs for employees.**
- Is the single point of contact for the managers and works in close coordination with the training leader.
- Reviews all the training needs expressed during the ADI process.
- Follows-up about the related training actions implemented to respond to these needs.
- Invites employees and managers for feedback and shares this with the HRBP community.

**4. Is the key interface of control and communication**
- Promotes HR policies toward employees and managers by building a strong relationship with mutual trust.
- Actively participates with the HR community and more precisely the HRBP sub-community to define and adapt global HR policies and processes and proposes solutions to ensure the possibility for local implementation.
- HR advisor for the employees and for all stakeholders within the group (e.g. senior management workforce representatives, associations, head-hunters etc.)

**5. Is the key link between their employees' portfolio and the HR Community**
- Represents the HR community and is the single point of contact for the employees and managers for all HR processes (ADI, salary review, free shares attribution, global Partnership promotion and local promotions...), supported by the HR specialists
- Works together with all the members of the HR Community and in particular with the Global HRBP in charge of the respective Comex Domains.
- Is a key interface for the Group HR department, for other HR Business Partners and for the HR specialists.
- Asks and shares information with the different experts (compensation & benefits, training, etc...)
- Provides feedback to local/group HR Management on relevant topics.

**6. Is connected with external environment**
- Has up to information regarding the local market in terms of employment, local practices and compensation.
- Could par