Purpose of the role
As part of the Human Resources team, you will contribute to the company’s performance by providing tactical and strategic consulting on people and organization development strategies in support of the business objectives.
Key Responsibilities
Partnering with key stakeholders to align HR strategy to business strategy.
Act as a change agent to business through process design and improvement.
Analyses trends and metrics in partnership with HR peers to develop solutions, programs and policies.
Provides day-to-day advice, guidance and coaching to managers on a variety of actions, including employee relations issues, policy interpretation and application, talent management and development.
Remains current on employment legislation in relevant markets to advise and guide management during key decision-making processes.
Provides clear, consistent advice on all casework processes, including disciplinary, grievance, sickness absence, and capability.
Leads and/or supports annual HR cycle deliverables, including performance management, merit and bonus awards, benefits enrolment, etc.
Partners with Payroll, Talent Acquisition and HR Operations as needed to provide solutions for clients.
Identify critical roles and skills gaps and ensure robust succession planning is developed and implemented to meet organisational talent strategies.
Lead HR initiatives and/pr projects as required.
Skills, Knowledge and Expertise
Educated to degree level or equivalent.
A minimum of 4 years of experience in an HRBP or Senior Advisory position at the regional level.
Exposure to employment law and ways of working in 4+ APAC countries.
Demonstrable experience in providing strategic HR advice to various management levels.
Knowledge and experience of ensuring compliance with legislation or organisational policy.
Demonstrable ability to deal with a wide variety of employee relations issues, advise and support managers to a successful outcome.
Experience at leading projects and implementing strategic initiatives.
Demonstrable experience in decision making and influencing the direction of a department or HR function in an organisation.
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