HR Business Partner Manager

I. OBJECTIVES
Develop human resource agenda for assigned Business Units, deploy key HR products and services aligned to divisional requirements, provide consulting and change management expertise to build value and competitive advantage through people in assigned Business Units, ensuring that business objectives are met or exceeded
II. COMMUNICATION
• Ensure HR strategy, structure and capability to be aligned with best practices in terms of HR Business Partnering & Solutions.
• Develop close cooperation between HR and assigned BUs to handle all employee related matters effectively.
III. KEY RESPONSIBILITIES
1. Planning & Budgeting
• Contribute to develop the assumptions of personnel budget calculations for assigned Business Units (if any)
• Work closely with related Division/ Departments on headcounts and personnel cost budget for Business Units for the upcoming year.
• Discuss and inform the final result of headcounts and personnel cost budget to assigned Business Units
• Follow up and advise on the implementation of personnel cost control for assigned Business Units
2. Sourcing & Selection
• Receive recruitment requests from Business Units, headcount review, approve requests or seek approval for the request from competent authorities.
• Actively involve in interview and selection process for key positions and ensure internal equity for all offerings to candidates
3. Performance Management & Employee Development
• Communicate/ discuss and deploy performance management and performance improvement plan to Business Units.
• Handle complaints regarding performance assessment results.
• Coordinate with Business Unit and Training Center to develop Training roadmap and facilitate Ad-hoc training requests
• Salary/ Allowance Adjustment: Communicate with Business Units based on the salary/ allowance principles set out by Reward and Policy Dept.
• Transfer/ Promotion/ Relocation: manage the process and consult related issues such as over capped headcounts, out of structure, effectiveness of the decision and conduct internal assessments (when required)
4. Organizational Design and Development
• Organizational structure & Position list: Consult Business Unit to build appropriate organizational structure and position list in compliance with company's policy to deliver business results effectively.
• Job evaluation: Involve in Job evaluation for positions of assigned Business Units.
• Talent development and succession plan: Consult in identifying and evaluating key positions and deploying Talent development plan and Succession plan, ensuring that management fully utilizes HR tools to enhance managerial effectiveness. Actively communicate and counsel on reward and retain practices, adapt to enhance attraction and retention and support enhancement of performance within the assigned BU.
• Employee engagement: Coordinate deploy employee engagement activities for the assigned BU.
5. Employee Relations
• Contract management: Check proposal of Business Units according to contract signing roadmap; Consult Business Unit the contract type and contract term for special cases and handle all grievances, disputes relating to contract (if any).
• Termination: Conduct Exit interview for selected positions to understand insights in order to provide solutions for future correction/ improvement if any.
• Employee Relations: Handle all employee relation matters including grievance, discipline, dispute and arbitration, in a thorough and objective manner to ensure consistency with company policies, legal compliance and fairness.
6. Reporting & Analysis
• Ensure accuracy and timeliness of required Internal Reports, able to provide clarification & explanation on related reports
• Be the focal point to perform first round analysis/ clarification for proposals sent by Business Units.
• Undertake other tasks as assigned by Line Manager