JOB RESPONSIBILITIES
1.
Strategic
Partnership
Act as a strategic advisor and trusted partner to SC department on organizational effectiveness, talent management, employee relations & engagement, and performance management.
Coach and support managers in addressing people-related challenges while ensuring alignment with corporate code of conduct, culture, policies, and business objectives.
Provide guidance on workforce decisions and people management practices to drive leadership effectiveness and organizational performance.
Utilize people analytics, workforce metrics, and business insights to influence decision-making and enhance organizational performance.
2.
Workforce
Analysis & Planning
Lead workforce planning and regular workforce reviews for the Supply Chain organization, ensuring alignment with business priorities, operational requirements, and people strategies.
Analyze workforce capability and capacity to provide recommendations on build, buy, borrow, or move talent decisions.
Drive organizational design initiatives, organizational transformation and change management to improve organizational effectiveness and support business growth.
Identify emerging workforce challenges and proactively recommend solutions to address future business and talent challenges.
2.
Talent
Management
Drive the competency-based talent management agenda for Supply Chain by establishing competency frameworks, assessing capability gaps, and implementing development initiatives to build organizational capabilities and workforce effectiveness
Lead talent review and succession planning to build strong talent pipelines for critical and leadership positions.
Advise department managers on internal mobility, promotion, and role movement decisions.
Drive talent development, leadership development, and learning & development initiatives to strengthen organizational capability.
Monitor and enhance the effectiveness of development programs to ensure sustainable talent growth across the Supply Chain functions.
4.
Talent
Acquisition
Perform talent acquisition efforts to meet hiring demands, ensuring timely fulfillment of manpower needs aligned with business requirements.
Monitor recruitment quality, onboarding effectiveness, and new hire integration to ensure workforce readiness and long-term success.
5.
Employee
Relations & Engagement
Drive employee engagement and retention initiatives, with a particular focus on key talents and critical roles.
Partner with department managers to foster a positive and high-performance working environment that supports employee experience and organizational success.
Serve as a key advisor in managing employee relations matters, labor discipline cases, and workplace investigations, ensuring fairness, consistency, and compliance with labor regulations and code of conduct.
Drive the development, review, update, communication, and implementation of HR policies, frameworks, and guidelines for Supply Chain department.
6. Other: Other tasks as assigned by direct manager.
JOB REQUIREMENTS
Bachelor's degree in Human Resources, Business Administration, Psychology, or a related discipline.
At least 2 years of experience in HRBP Manager. Strong HRBP exposure with Supply Chain functions is highly preferred.
Demonstrate strong ability to partner with and advise
business leaders on people matters.
Excellent stakeholder management and influencing capability across multiple leadership levels.
Proven experience in talent management, organization development, workforce planning, and performance management.
Strong business acumen. High level of resilience, adaptability, and change agility.
Be willing and ready to travel across offices and hubs nationwide.
Strong command of English, both written and spoken.