Main Responsibilities

The HRBP is to deliver winning team leading to high performance through partnering with business leaders and leveraging HR resources. The HRBP will serve as a liaison between the business line and HR to assess human resources needs in areas eg employment, performance management, rewards, career development, and competency development, etc
Key focus should be on defining and evolving differentiated people strategy and EVP, instill the empowering, learning and performance culture that drives business success.

1, Talent Acquisition
- Drive organizational effectiveness & change management by facilitating workforce plan.
- Work with Business leaders to develop and meet the plan objectives through organization design.
- Define and monitor recruitment strategy both overall and individual level, by clearly identifying internal and external hiring needs, and facilitate team Leaders’ ability to select for right fit candidate.
- Partner with TA team to implement recruitment activities.

2. Learning and Development
- Identify learning and development needs and partner with capability community/COE through defining appropriate resource and monitor the outcome through business performance eg. NPS, and employee engagement.
- Facilitate the faster growth of talent, leadership and team effectiveness and support on talent review and planning.
- Support performance management to retain and develop talents and manage under-performers.

3. Engagement & Culture
- Detect insights from labor market move and turnover, evolve focus for continuous improvement and work closely with HR CoE as one team to evolve solutions including but not limited to compensation, benefits, recruitment, development, performance and engagement;
- Independent judgement and proactive influence on critical people decision re. promotion, reward, learning investment to ensure the optimized pay back both financially and culturally.
- Define, Champion and evolve differentiating People Strategy to be tightly aligned to business priorities and challenges to drive business success.
- Anticipate employee engagement challenge propose and influence preventive plan.
- Oversee and support business leaders on decision making regarding probation and contract review, pay review and bonus cycles.
- Support employee engagement survey, action plan development and implementation.
- Drive all other engagement initiatives.

4. Employee Relationships and Management
- Full responsibility of Employee Relation for the biz team the role supported, aligning to legal, regulatory and principles.
- Case manager for whistle blow, investigation, recommend and act on discipline decision including delivering hard message to employee in partnering with team leaders.
- Act as advisory to business leaders for ER cases, providing expertise regarding people issues to reduce risk and financial exposure.

5. Other project as assigned

Requirements
1. Education Background
- Bachelor Degree above, psychology or human resource discipline will be a plus;

2. Key Experience
- 7+years of HR experience including 3-5 years in HRBP, and solid ER experience would be a plus
- Ability to work under pressure and changing environment
- Comprehensive, authoritative knowledge of HR issues, techniques & processes.
- Fluent English communication in verbal and written

3. Skill and Capabilities
- Workforce Planning: Is able to predict and plan for changes in an organization’s workforce
- Integrated HR Management: Knows how the different HR processes work together to create desired business outcomes
- Change Agent: Can guide an organization to implement changes that are sustained and integrated into the business
- Employment Law: Knows & applies appropriate laws & regulations related to employee relations