HRBP Assistant ManagerWanek Furniture Co., Ltd.
Nơi làm việc: Bình Dương
Ngành nghề: Đồ gỗ, Thư ký - Trợ lý, Sản xuất / Vận hành sản xuất, Nhân sự, Bộ Phận Hỗ trợ, Nội ngoại thất
Thu nhập: Cạnh tranh
Hình thức: Toàn thời gian
Ngày đăng: 07/10/2024
Hạn nộp: 16/11/2024
Mô tả công việc
Mô tả Công việc
HRBP hold important role in partnership with business leaders driving for common business objectives. HRBP engage with the team to have deep dive understanding of business nature, challenges, and goals, from that provide strategic talent solutions and HR related services, including headcount planning and organization structure, talent acquisition, employee management and development, performance management, compensation and benefits, organizational development, culture enforcement, employee engagement and employee enablement enhancement. HRBP accompany with employees during their whole employment journey, providing consultancy and support when and as needed, such as career path and development, change management, understand, and adapt with company culture, compliance enforcement.
1. Consulting leadership about HR matters
Working with business leaders to solve significant people and cultural issues.
Conduct weekly or bi-weekly meetings with business leaders and provide HR expertise where necessary in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, retention.
Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
Provide guidance on the creation and implementation of HR processes and policies.
2. Building a competitive organization
Partnering with stakeholders on conducting day-to-day performance management guidance to line managers (for example mentoring, coaching, workforce planning, succession planning, performance improvement, hi-potential employee development)
Enabling business change on supporting the talent aspects of organization structure changes
Optimize organizational design to increase productivity and improve the business performance.
HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.)
Assist in policy/process drafting on various HR fields and as needed.
Assist in deploying and following up the key HR processes including performance management (objectives setting, mid-year assessment, year-end appraisal, salary review)
Be instrumental in the development and implementation of HR initiatives to make our organization a better place to work, to motivate our teams and spread our culture.
3. Being a company culture and employee experience champion
Help build and maintain a strong organizational culture, as well as continuously improving the employee experience by:
Provide advice and suggestions for culture-related initiatives, such as cultural strengthening and transformation.
Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.
Work together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unexpected turnover.
Working with business leaders to solve significant people and cultural issues.
Conduct weekly or bi-weekly meetings with business leaders and provide HR expertise where necessary in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, retention.
Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
Provide guidance on the creation and implementation of HR processes and policies.
Partnering with stakeholders on conducting day-to-day performance management guidance to line managers (for example mentoring, coaching, workforce planning, succession planning, performance improvement, hi-potential employee development)
Enabling business change on supporting the talent aspects of organization structure changes
Optimize organizational design to increase productivity and improve the business performance.
HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.)
Assist in policy/process drafting on various HR fields and as needed.
Assist in deploying and following up the key HR processes including performance management (objectives setting, mid-year assessment, year-end appraisal, salary review)
Be instrumental in the development and implementation of HR initiatives to make our organization a better place to work, to motivate our teams and spread our culture.
Help build and maintain a strong organizational culture, as well as continuously improving the employee experience by:
Provide advice and suggestions for culture-related initiatives, such as cultural strengthening and transformation.
Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.
Work together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unexpected turnover.
HRBP hold important role in partnership with business leaders driving for common business objectives. HRBP engage with the team to have deep dive understanding of business nature, challenges, and goals, from that provide strategic talent solutions and HR related services, including headcount planning and organization structure, talent acquisition, employee management and development, performance management, compensation and benefits, organizational development, culture enforcement, employee engagement and employee enablement enhancement. HRBP accompany with employees during their whole employment journey, providing consultancy and support when and as needed, such as career path and development, change management, understand, and adapt with company culture, compliance enforcement.
1. Consulting leadership about HR matters
Working with business leaders to solve significant people and cultural issues.
Conduct weekly or bi-weekly meetings with business leaders and provide HR expertise where necessary in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, retention.
Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
Provide guidance on the creation and implementation of HR processes and policies.
2. Building a competitive organization
Partnering with stakeholders on conducting day-to-day performance management guidance to line managers (for example mentoring, coaching, workforce planning, succession planning, performance improvement, hi-potential employee development)
Enabling business change on supporting the talent aspects of organization structure changes
Optimize organizational design to increase productivity and improve the business performance.
HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.)
Assist in policy/process drafting on various HR fields and as needed.
Assist in deploying and following up the key HR processes including performance management (objectives setting, mid-year assessment, year-end appraisal, salary review)
Be instrumental in the development and implementation of HR initiatives to make our organization a better place to work, to motivate our teams and spread our culture.
3. Being a company culture and employee experience champion
Help build and maintain a strong organizational culture, as well as continuously improving the employee experience by:
Provide advice and suggestions for culture-related initiatives, such as cultural strengthening and transformation.
Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.
Work together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unexpected turnover.
Working with business leaders to solve significant people and cultural issues.
Conduct weekly or bi-weekly meetings with business leaders and provide HR expertise where necessary in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, retention.
Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
Provide guidance on the creation and implementation of HR processes and policies.
Partnering with stakeholders on conducting day-to-day performance management guidance to line managers (for example mentoring, coaching, workforce planning, succession planning, performance improvement, hi-potential employee development)
Enabling business change on supporting the talent aspects of organization structure changes
Optimize organizational design to increase productivity and improve the business performance.
HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.)
Assist in policy/process drafting on various HR fields and as needed.
Assist in deploying and following up the key HR processes including performance management (objectives setting, mid-year assessment, year-end appraisal, salary review)
Be instrumental in the development and implementation of HR initiatives to make our organization a better place to work, to motivate our teams and spread our culture.
Help build and maintain a strong organizational culture, as well as continuously improving the employee experience by:
Provide advice and suggestions for culture-related initiatives, such as cultural strengthening and transformation.
Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.
Work together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unexpected turnover.
Yêu cầu
Yêu Cầu Công Việc
Education
Bachelor's degree in Human Resources, Business Administration, or related combination of education and experience.
Experience
At least 5+ years of experience working in general HR.
Solid experience working with dynamic and diversity workforce.
Solid experience in talent management and organization development
Strong problem-solving and decision-making aptitude
Enable and encourage reliance on data and reporting in order to support the strategy and business objectives.
Have experience using HR technology / software / tool like business intelligence, data visualization programs, or online communication tools.
Knowledge, Skills, and Abilities
Work independently as well as in a team environment.
Display empathy, understanding and patience with employees and business partners.
Perform under strong demands in a fast-paced environment.
Provide effective leadership: promote teamwork and demonstrated ability to engage people to get results.
Handle multiple projects simultaneously within established time constraints.
Skilled in Computer Operation (MS Office, Word, Excel, PowerPoint, etc.)
Proficient in English communications
Education
Bachelor's degree in Human Resources, Business Administration, or related combination of education and experience.
Experience
At least 5+ years of experience working in general HR.
Solid experience working with dynamic and diversity workforce.
Solid experience in talent management and organization development
Strong problem-solving and decision-making aptitude
Enable and encourage reliance on data and reporting in order to support the strategy and business objectives.
Have experience using HR technology / software / tool like business intelligence, data visualization programs, or online communication tools.
Knowledge, Skills, and Abilities
Work independently as well as in a team environment.
Display empathy, understanding and patience with employees and business partners.
Perform under strong demands in a fast-paced environment.
Provide effective leadership: promote teamwork and demonstrated ability to engage people to get results.
Handle multiple projects simultaneously within established time constraints.
Skilled in Computer Operation (MS Office, Word, Excel, PowerPoint, etc.)
Proficient in English communications
Quyền lợi
Laptop
Chế độ bảo hiểm
Du Lịch
Xe đưa đón
Đồng phục
Chế độ thưởng
Chăm sóc sức khỏe
Đào tạo
Tăng lương
Nghỉ phép năm
Chế độ bảo hiểm
Du Lịch
Xe đưa đón
Đồng phục
Chế độ thưởng
Chăm sóc sức khỏe
Đào tạo
Tăng lương
Nghỉ phép năm
Thông tin khác
Bằng cấp:
Đại học
Độ tuổi:
Không giới hạn tuổi
Lương:
Cạnh tranh
Đại học
Độ tuổi:
Không giới hạn tuổi
Lương:
Cạnh tranh
Giới thiệu công ty
Wanek Furniture Co., Ltd. việc làm
Số 11, Đường Số 6, KCN Vsip 2, Phường Hòa Phú , Thành phố Thủ Dầu Một , Bình Dương, Việt Nam
Quy mô: Từ 1000 - 5000 nhân viên
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Vị trí HRBP Assistant Manager do công ty Wanek Furniture Co., Ltd. tuyển dụng tại Bình Dương, Joboko tự động tổng hợp mức lương Cạnh tranh, tìm thêm việc làm về HRBP Assistant Manager hoặc công ty Wanek Furniture Co., Ltd. ở các link phía trên
Giới thiệu công ty
Wanek Furniture Co., Ltd. việc làm
Số 11, Đường Số 6, KCN Vsip 2, Phường Hòa Phú , Thành phố Thủ Dầu Một , Bình Dương, Việt Nam
Quy mô: Từ 1000 - 5000 nhân viên