HRBP & Talent Development Superintendent

Mô tả Công việc
1. HRBP
Analyze business context and strategies to propose annually HR Capability Focus Strategies and ensure a smooth deployment in all initiatives;
Join interview G15 up and consult Department Head/Line Manager to select the right people for the right position
Timely approach HOD and LM for L&OD initiatives and feedback, including but not limit to Performance Management, Talent Development, Succession Planning, IDP, Training Effectiveness and other related matters;
Ensure qualified services on Hiring-to-Resignation process, following strictly company regulations and current labor law related practices;
Work closely with Department Head and line managers to resolve people issues in retention, development, attraction and other HR matters.
Work with Department Head on Strategic people planning.
Ensure processes of KPI setting and appraisal for in-charged Department
Facilitate performance calibration if needed
Execute Disciplinary process to make sure it is compliance
Analyze job profiles in the Department, with focus on key positions for proper consulting to line managers about career development, remuneration and others.
Guide and build the process to maintain & measure the engagement activities
Support drving all communications from Company/Management/HR to employees; as well as act as the communication champion for all HR initiatives;
Act as a contact point for both employees and line managers for HR related matters and coordinate further actions where appropriate
2. Direct company training & development activities to ensure employee has provided proper skills to adapt with business needs and core competencies
Set-up & review company training plan accordance with training & development initiatives
Ensure training need is appropriate identified based on job's requirements
Guide & work closely with relevant people to propose company training budget
Monitor training plan implementation.
Propose and implement new innitiatives to foster self-learning culture at company level
3. Lead leadership development programs and young talent programs at company level
Review and develop leadership programs and young talent programs to meet with business's requirements to strengthen leadership skills and talent pipeline for front management level
Assess training needs for group Middle Managers and Supervisors to make sure employee's working skill or competency evaluated to adapt with job requirements
4. Lead performance management system
Review and improve performance management process, incl. KPI set up, performance calibration, performance dialogue and IDP implementation and tracking
Plan & monitor performance management implementation at company level
5. Lead Succession Planning at company level
Review succession planning process accordance with organization changes.
Plan and work with Department Head & HRBP Manager to identify key critical positions and successors.
Proceed needed tests and analyze data to address hi-potential
Discuss with respective department head on the Hi-Po list and organize the meeting with Regional HR, CEO and Department Heads to calibrate the Hi-Po list
6. Hold other projects as and when required
Take part in other HR activity or project organizing & arrangements, if any