HRBP Manager

Mô tả Công việc
Strategic Business Partnering:
Partner with Functional Heads to translate business strategy into actionable people plans
Lead workforce planning, headcount budgeting, and organization design
Provide advisory on organization structure, team effectiveness, and capability gaps
Anticipate people-related risks and recommend solutions
Organization Development & Capability Building:
Develop and implement Competency Framework across functions
Design and optimize organization structures for scalability
Build succession planning and talent pipeline for critical roles
Lead organization development and transformation initiatives
Talent Acquisition & Employer Branding:
Define hiring strategy and workforce planning aligned with business expansion plans
Ensure quality of hire for critical positions (Sales, Marketing, Medical, Key functions)
Build and maintain talent pipelines for key roles and leadership succession
Drive employer branding initiatives to strengthen talent attraction
Partner with TA team to optimize recruitment effectiveness through data (time-to-fill, cost-per-hire, retention rate)
Performance Management:
Design and implement KPI / BSC frameworks aligned with business strategy and departmental goals
Monitor and analyze performance data to identify gaps and improvement opportunities
Lead end-to-end performance review cycles, including calibration sessions and Performance Improvement Plans (PIP)
Link performance outcomes to compensation, promotion, and career development decisions
Drive a high-performance and accountability culture
Learning & Development (L&D):
Identify capability gaps and design targeted learning programs
Develop training roadmap for Sales, Medical, and leadership teams
Drive leadership development and coaching initiatives
Evaluate training effectiveness and ROI
Employee Relations & Engagement:
Serve as a trusted advisor to employees and managers in resolving labor relations issues and internal conflicts
Design and conduct regular Employee Engagement Surveys; analyze results and develop actionable improvement plans
Lead corporate culture initiatives, employee benefits programs, and Employee Experience improvements
Ensure compliance with labor law and internal policies; handle disciplinary cases and grievances
HR Advisory & Analytics:
Provide data-driven people insights to leadership to support business decisions
Track and report key HR metrics across all pillars (headcount, turnover, engagement, performance distribution)
Identify workforce trends and proactively recommend HR interventions
Act as a strategic advisor to line managers on people-related matters
Report:
Report to the HR Director (HRD)