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Responsibilities:
Qualifications:
1.HR Strategy:
- Understand business strategies and organization challenges of the partnered functions and enable to build an integrated strategic HR plan to support business through HR core activities and operations.
- Drive all assigned HR KPIs to deliver short/ medium/ & long-term strategies.
2.Strategic Planning:
- Consul & support Head of partnered Functions in designing capable organization structure & planning sufficient manpower to deliver their business strategies & objectives in short/ medium/ & long-term:
- Reskilling and upskilling: identify training needs and assist the Talent Management, together with partnered functions in aligning training programs with business objectives.
- Strategic workforce planning: ensure the company’s workforce has the right size, shape, cost, and agility for the future.
- Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.
3.Coaching & consulting Management Team on HR matters
- Have a clear understanding of the way current and future challenges affect the people at the organization;
- Provide effective advice and coaching to key stakeholders & empower leadership to handle any people matters in the organization;
- Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary;
- Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance;
- Provide guidance on the creation and implementation of HR processes and policies.
4.Building a competitive organization:
- Helps the organization win clients and acquire and retain the best talent; help the company stay on top of the market place;
- Conduct day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.);
- Help line managers deal with organizational, people, and change-related issues;
- Optimize organizational design to increase productivity and improve performance of the business;
- Collaborate with other HR team members on implementing innovative, diverse, & inclusive recruitment strategies;
- Develop or assist in developing a future-proof compensation and benefits strategy;
- Implement reward and recognition interventions to increase bottom-line results and employee engagement.
5.Be a company culture and employee experience champion:
- Build and maintain a strong organizational culture, as well as continuously improving the employee experience through the core responsibilities:
- Provide advice and suggestions for culture-related initiatives, such as cultural transformation, OHS improvement, etc.;
- Implement HRM interventions on employee wellness, diversity and inclusion, or talent management;
- Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover.
6.HR Partnership
- Find a personal and professional way to approach the partnered functions and become their trustworthy & strategic HR Business Partner.
- Bring HR values to support business & organization.
7.Others
- Prepare HR Reports as assigned by HR Manager and submit as per timeline;
- Do other job assignments as requested by HR Manager and the Company to contribute to the success of the HR Department and the Company;
- Positively contribute to build up the Department and Company’s teamwork;
- Ensure to deliver the job performance at high level of passion, high quality of work, and timeline expectation.
Qualifications:
- A good understanding of the many disciplines within HR, including diversity and inclusion, performance management, compensation and benefits, talent management, employee and union relations, etc.
- Possess strong sense of business acumen in FMCG, especially in Sales, Marketing, & overall non-manufacturing functions.
- Excellent stakeholder management and developing good work relationships across the organization
- Good change management and project management capabilities
- Data Literacy:
- Ability to read and interpret dashboards and reports containing complex data
- Understanding of HR analytics techniques
- Familiarity with data collection methods, both quantitative and qualitative
- Ability to set up and track relevant metrics and KPIs and use them to drive business results
- Digital Proficiency:
- Have experience using HR technology (such as an HRIS, business intelligence, data visualization programs, online communication tools) to create and implement HR strategy, apply HR management practices, and track spending.
- People advocacy:
- Knowledge and/or experience with national and regional labor law, and tax and social security regulations
- Good grasp of HRM techniques and excellent people management skills
- Excellent mentoring and relationship building skills
- Ability to empathize with others
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