Lead HR Business Partner

Roles & Responsibilities

The Role (Position Objective / Summary) :

The Lead HR Business Partner is a strategic partner and serves as a consultant to business leaders on HR related issues, employee champion, and is a support and change agent for the designated business unit(s). The HR Business Partner formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.

HRBPs provide support in the following areas : organizational development, workforce planning, employee relations, performance management, coaching, organizational learning and development, teambuilding, succession planning, total rewards, and compliance.

The Main Responsibilities :

• Serves as a strategic partner for the BU leaders in the organization, drive and improve HR processes across client groups; enabling functional transformation.
• Assume a consultant role to BU leaders and provide thought partnership for strategic planning in terms of people, organizational design and culture
• Lead talent reviews and top talent initiatives, ensuring the business has the right skill sets and behaviors to meet strategic objectives
• Lead organizational design to ensure the right roles, responsibilities and processes are in place to meet business demands
• Partner with COEs including Compensation & Benefits; Talent Acquisition; Payroll including extended teams within / outside APAC region
• Develop and lead the implementation of HR programs with internal customers across the talent management lifecycle including workforce planning, performance management, total rewards, colleague engagement, leadership assessments and succession planning.
• Execute the strategic HR service offering including : management learning and development programs, employee engagement surveys, HR assessments, performance management systems, behavioral / leadership assessments, and compensation plans and benchmarking.
• Collaborates with learning and development specialist to ensure training meets needs of business unit.
• Provides feedback on new and emerging topics, evaluating content development and recommending improvements.
• Support special projects such as process improvement, internal service offering redesign, and development and roll-out of new HR products / services to internal customers.
• Actively participate by openly sharing ideas and suggestions, participating in project teams and training internal stakeholders on changes.
• Provide day to day performance management guidance to line management (coaching, counseling, career development, performance management).
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Provides HR Policy guidance and interpretation.
• Conduct ongoing meetings with respective business units and participate in business meetings
• Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• Manage and maintain compliance matters.
• Manages and resolves complex employee relations issues; conducts effective, thorough and objective investigations.

What We Look for in a Candidate :

Qualifications :

Tell employers what skills you have

Coaching

Talent Management

Talent Acquisition

Change Management

Legislation

Workforce Planning

Business Acumen

Succession Planning

Career Development

Leadership Development

Payroll

Employee Engagement

Organizational Development

HR Policies

Human Resources

Stakeholder Management

Employee Relations

Performance Management

Strategic HR