BranchFactor Summary

The original posting with the fluff stripped out

Compensation

No salary listed for this role.

Role speciality

Freight ForwardingHuman Resources Business Partnering

Useful technologies

CLMSHRMSMS-ExcelPowerPoint

Preferred qualifications

Field of studyHuman Resources (or related)

Study levelMaster's

Original posting

Key Responsibilities:

1.HR Strategy & Business Partnership

Define and deploy the HR strategy and transformational people agenda for the Freight Forwarding business in alignment with overall business objectives.
Partner with the Freight Forwarding leadership team to understand business priorities, growth plans, organizational challenges and workforce requirements, and translate them into actionable HR interventions.
Act as a trusted advisor to the BU leadership and People Managers on all strategic and operational people matters.
Embed the annual HR agenda across Freight Forwarding through People Managers and ensure timely execution of recurring people processes.
Provide data-driven people insights and recommendations to support business and organizational decisions.
Partner with other HRBPs and COEs to ensure consistency, cross-functional collaboration and effective sharing of best practices.

2. Workforce Planning & Talent Acquisition

Lead strategic and location-wise manpower planning in line with business growth, productivity and organizational requirements.
Partner with Talent Acquisition to ensure timely hiring of critical and business-critical positions.
Review organization structures, spans and layers, workforce productivity and manpower costs to ensure optimal resource utilization.
Identify critical talent requirements and build proactive talent pipelines for key business roles.
Support workforce transitions, restructuring, new business requirements and organizational expansion.

3. Talent & Succession Management

Drive the annual talent review and succession planning agenda across Freight Forwarding.
Identify critical roles, high-potential talent and succession gaps and develop appropriate talent actions.
Partner with leaders to create individual development plans and career pathways for key talent.
Drive internal mobility, career development and opportunities for cross-functional exposure.
Monitor talent retention risks and implement targeted interventions for critical talent.

4. Performance & Rewards

Drive the annual performance management cycle across Freight Forwarding, ensuring effective goal setting, mid-year reviews and year-end evaluations.
Partner with business leaders to establish meaningful KRAs/KPIs aligned with business outcomes.