HR Business Partnering Manager

This is a HR business-facing role who leads a team of generalists and/or specialists to partner with business leaders to provide specialist advices to the business throughout the employee lifecycle; attract, develop, engage, separate and plan.
As the main point of contact between HR and the business, the HRBP adopts a service excellence mindset and is passionate about addressing organisationaland employees' needs and issues.

Responsibilities

Roles & Responsibilities

Strategy and Business Partnering:
•    Implement strategies cascaded down from management at country/location level.
•    Work with different stakeholders throughout the employee lifecycle; identify the business requirements and provide HR's support to the business where necessary.
•    Actively participate in various HR initiatives such as HR Awards, business outlook to become the Employer of Choice; gather buy-ins from employees and line managers.
•    Talent Management, Workforce & Succession Planning
•    Engage in regular meetings with the business to review all people issues at country/location level; proactively understand current/future manpower needs; advise on resource planning options.
•    Deploy organisation’s workforce plans to maximise productivity.
•    Partner with business to craft robust succession plans for business-critical roles; work closely with Senior Manager, Regional HRBP to manage roles with broader scope (i.e. regional and global).
•    Execute both short-term and long-term plans that aligns with business strategies and growth.
•    Ensure compliance to regulatory for separated employees.
•    Conduct exit interviews to gather feedback for better employee retention.
•    Review turnover rates for the country/location and have clear action plans to manage turnover to prevent redundancies in the company.
•    Coach line managers to manage involuntary exits due to redundancy or other reasons.
•    Facilitate re-employment of employees beyond retirement age.

Recruitment & Onboarding
•    Identify the best sourcing channel to hunt for the right candidates in line withbusiness needs.
•    Lead the recruitments and onboarding in the country and ensure alignment to business plans; ensure business needs are met timely.
•    Guide hiring managers in selection of candidates through effective screening and assessment processes.
•    Work with HR Senior Manager to review the talent acquisition process frequently for continuous improvement.
•    Evaluate the effectiveness of recruitment agencies engaged and ensure quality delivery of standards according to SLA.
•    Implement on/off-boarding processes in the country such as engaging new hires once they are identified (i.e. pre-onboarding). •    Guide lines managers on onboarding new hires to enhance effectiveness of orientation and induction programmes. •    Analyse post-surveys of on/off-boarding processes and provide recommendations for improvements. •    Work closely with OD team to deliver employer branding activities.