The HR Business Partner Manager acts as a strategic partner to
business leaders, supporting organizational effectiveness, talent development, workforce planning, and employee relations. The role focuses on strengthening organizational capability, driving talent management and succession planning, optimizing personnel costs, and ensuring compliance with labor regulations.
Organization Understanding & Development
Develop a deep understanding of business operations, workforce structure, and organizational capability.
Advise business leaders on organizational design, workforce planning, and capability development.
Identify organizational gaps and propose improvement initiatives to enhance productivity and operational efficiency.
Talent Management & Succession Planning
Lead the talent review process and identify high-potential employees.
Develop and monitor succession plans for critical positions.
Partner with L&D to build development plans for key talents and successors.
KPI Management & Performance Management
Support business units in establishing KPIs aligned with company strategy.
Monitor performance management processes and ensure consistency across departments.
Provide analysis and recommendations on performance improvement initiatives.
Personnel Expense Analysis & Advisory
Analyze personnel expenses, including salary structure, headcount cost, and workforce productivity.
Provide insights and recommendations to stakeholders on cost optimization and workforce allocation.
Support budget planning related to human resources.
Talent Acquisition Advisory & Job Design
Partner with hiring managers to develop clear and accurate job descriptions.
Provide advice on job scope, competency requirements, and organizational alignment.
Support recruitment strategy for key roles.
Labor Contract Management
Oversee labor contract management, including contract issuance, renewal, and compliance with labor regulations.
Ensure employment practices align with applicable labor laws and company policies
Employee Relations & Disciplinary Cases
Handle employee relations matters, including grievance handling and disciplinary cases.
Provide guidance to managers on labor regulations and disciplinary procedures.
Ensure disciplinary actions comply with labor law and company policies.
Bachelor's degree in Human Resources, Business Administration, or related fields.
At least 7-10 years of HR experience, including HRBP or HR management roles.
Strong knowledge of labor law and employee relations.
Strong analytical and stakeholder management skills.
Excellent communication and interpersonal skills, with the ability to influence and build trust with stakeholders at all levels.
High emotional intelligence (EQ) with strong sensitivity to organizational dynamics and workplace relationships.
Proven ability to handle sensitive employee relations matters and labor conflicts in a professional and constructive manner.