The HR Business Partner (HRBP) serves as a strategic advisor, aligning HR initiatives with business objectives to drive organizational success. This role partners with leadership to optimize talent management, employee engagement, and operational effectiveness while fostering a high-performance culture:
- Establish a human resource strategy consistent with the company's business goals.
- Consulting and orienting human resources in accordance with the business and financial goals of the enterprise.
- Align an organisation's people strategy with the overall business strategy.
- Critical link between an organisation's workforce and their business model.
MAIN DUTIES:
Strategic Alignment:
- Collaborate with
business leaders to understand the strategic goals and objectives of the organization.
- Align HR initiatives, programs, and services with the overall business strategy.
Business Partnership:
- Build strong relationships with leaders and managers in assigned business units or departments.
- Act as a trusted advisor to business leaders, providing HR insights and solutions to support their goals.
Workforce Planning:
- Work closely with business leaders to identify current and future workforce needs.
- Develop and implement workforce planning strategies to ensure the organization has the right talent to achieve its objectives.
Talent Management:
- Lead efforts related to talent management, including recruitment, onboarding, development, and retention.
- Identify high-potential employees and support succession planning initiatives.
Employee Relations:
- Handle complex employee relations issues, providing guidance and support to managers.
- Ensure fair and consistent application of HR policies and procedures.
Performance Management:
- Implement and oversee performance management processes. Oversee performance management cycle (goal setting, evaluation, feedback).
- Provide guidance on goal setting, performance evaluations, and employee development plans. Work closely with BU leaders to develop structured performance management framework with clear goal settings and KPIs.
Organizational Development:
- Collaborate with business leaders to identify organizational development needs.
- Implement initiatives to enhance team effectiveness, employee engagement, and organizational culture.
Change Management:
- Support and lead change management initiatives within the business units.
- Help employees and leaders navigate changes effectively.
HR Policy Implementation:
- Implement HR policies and procedures within the assigned business units.
- Ensure compliance with relevant employment laws and regulations.
- Propose work norm, standardize shift work, overtime management, and welfare practices across plants.
Data Analysis and Reporting:
- Utilize HR analytics to provide insights and support data-driven decision-making.
- Prepare and analyze HR metrics and reports to assess the effectiveness of HR programs.
- Monitor employee efficiency and productivity(e.g., productivity per headcount, turnover reduction, revenue per sales employee, sales cost).
Employee Engagement:
- Implement strategies to enhance employee engagement and satisfaction. Implement engagement initiatives to reduce turnover in frontline production and
sales staff.
- Conduct surveys and gather feedback to identify areas for improvement.
Communication:
- Facilitate effective communication between the HR department and business units.
- Ensure that HR initiatives and programs are well-communicated to employees.
Leadership Coaching:
- Coach and advise department heads and business leaders on people practices, helping them improve business efficiency and develop their teams. Act as coach for BU Heads and Plant/Factory Managers, helping them manage teams effectively, build culture, and retain key staff.
Learning & Development:
- Assess skill gaps, analyze training needs, evaluate program effectiveness, and work with L&D functions to create targeted development programs that enhance employee skills and productivity.
Stakeholder Engagement:
- Build strong relationships with key stakeholders across the organization to understand their needs and effectively support strategic objectives.
Total Rewards
- Develop Compensation structure, design incentive & bonus schemes to drive performance and retention.
