Country HR Manager

1. Strategic Leadership and Change Management
• Partner Leadership team to develop strategic workforce plans and programs that align with overall strategy of the business to achieve growth.
• Function as a strategic business advisor and thought leader to Leadership team, to improve organization effectiveness and business growth.
• Partner with Regional HR COEs to execute, specifically in the areas of succession planning, executive search, talent management, change management, organizational and performance management, training and development, employee communication and compensation.
• Develop and deploy processes, tools and techniques to manage the people-side of transformation to improve performance and support organization goals and initiatives. The position is expected to drive a range of HR projects that will embed a solid change management process, in addition to driving strong employee engagement.
2. Compensation & Benefits and Performance Management
• Utilize and manage principles and expertise associated with total rewards including the design, funding, purchase, communication, implementation and management of compensation programs and employee benefit programs including welfare benefits, retirement, insurance and leave administration, in line with regional policy and guidelines.
• Lead the Job Evaluation exercise and updating of organizational and grading structure accurately.
• Manage and lead the Annual Performance Review process, including Salary and Bonus reviews, market surveys and administrating salary adjustments and bonus payouts.
• Partner line managers in institutionalize a performance driven culture to reward performers and manage underperformers including performance improvement plans and other mechanisms in accordance with the labor legislation and practices.
• Responsible for total employment costs of the Group Company and the proper communication, roll out and administration of Total Rewards
3. Employee and External Relations | Social & Labor Laws
• Sound knowledge and execution of updated government regulations in relation to labor laws and employment act within the country.
• Work closely with Functional Heads on all aspects of Industrial Relations & Employee Relations, discipline, employee grievances, etc. and providing advice and support to employees on HR policies and procedures ensuring full compliance with local regulations.
• Responsible for statutory compliance throughout the employment life-cycle of all employees
4. General administration (GA) & other CSR initiatives
• Lead office Admin operation include but not limit to company schedule management, internal events, ...
• Office Maintenance; Safety, 3S-5S, EHS
• Admin Support to GD/Expatriate.
• In charge of CSR activities (part of Sustainability)
5. Transversal Responsibility
• All business decisions and actions must serve and be in line with the Group's Essence, E8 corporate commitment, principles & values, TRACE, and our way to serve the community
• Partnering with Business & Functional Leaders to champion, communicate, inculcate, drive, promote and live Bridgestone's Essence, E8 and TRACE principles & values
• Fostering and promoting diversity i.e. gender-, generational, cultural, nationality-diversity in all aspects
6. Talent Management and Development
• Apply principles and expertise associated with talent strategy, workforce planning, talent acquisition, talent career management and succession planning, talent development and talent engagement.
• Evaluate the organization's future workforce needs and recommend organizational changes and capability development. Leading the forecasting of talent needs specifically for critical roles and generally for periodic workforce planning and budgeting purposes.
• Partner Business & Functional Leaders to increase focus on performance management and to coach Managers on performance review, talent review, talent identification, bench strength development & succession planning for employees.
• Ensure that key talents are properly identified, retained, and developed, and that succession plans are in place for key roles.
• Facilitate and drive talent development, deployment, mobility, and progression.
• Provide advice and recommendations to hiring managers and managing the whole recruitment process including developing role description, liaising with hiring managers and external parties e.g., recruitment vendors, assessment centers, etc. to fill positions in timely manner, and facilitating new hire onboarding.
• Work closely with Bridgestone China Asia Pacific HR to deploy region learning and development programs and to cultivate a learning organization culture,
• Establish in-house employee training programs to address company training needs analysis and critical new skills for the future
7. Consultation/ Business Partnering
• Apply HR expertise in the context of the business through dialogue, needs assessment, needs analysis, solution recommendations and influence.
• Partner Business/ Functional Leaders to anticipate business and people needs. This includes handling of HR issues, application of HR policies and practices, providing effective HR advisory and solutions to achieve their operational and strategic objectives.
• Lead the periodic headcount planning and contributing to the annual budgeting process.
• Plan, develop, execute, and manage employee communications and Employee Engagement Survey etc.
• Delivering HR operational excellence in full life cycle of HR processes.
• Leverage HR system and data to provide HR analytics to the business.
8. Others
• Work with and leveraging HR system, business processes, configuration, maintenance, integration, updates, analyses and reporting to manage core HR activities and to generate HR reports for the business and management
• Participate in Regional conferences and projects, where required.
• Prepare and submit HR reports as required.