Human Resources Business Partner Manager - Commercial

1.Performance Management Train and follow up performance management process to line managers and staff in respective function to ensure timeline for goal setting, mid-year and year-end review. Build robust practice of PM for effective performance in respective function PM calibration for function Embed development planning from the outcome of performance management. Advise and follow up for PIP process to the end of process 2.Talent Assessment & Development Facilitate talent assessment process for function Calibrate talent review for lower level in respective function (middle managers down to supervisor). Partner with function head and managers for overall succession plan process and talent pool within the function. Partner with function head and line managers for development plan of talent pool 3.Employer Branding & Talent Acquisition· Support TA team in deployment initiatives of employer branding through various recruitment, functional on boarding, public events HC & vacancy forecasting and notify recruitment team on needs and timeline. Vacancy management - ensure backfilling of positions within timeline Ensure HC and budget approval, facilitate additional approval process for non-budgeted HC by partnering with line managers to build business case for additional headcounts Source for talents via networking and headhunting. Suggest panel of interviewers (e.g. FLM, Local leadership, regional leadership). Partner business leaders in screening candidates (CV screening and participating in key position interviews) Work with TA to determine job level, review package competitiveness (benchmark with external & internal) and flow to line manager and HRD for approval if over budget Prepare onboarding plan framework, ensuring detailed first month. Ensure execution of the plan for every new joiner. Follow up and support line managers/employee to perform probation assessment on time on eZHR Ensure labor contract are signed for newcomers 4.Career Development Develop and implement career ladder/pathway framework for function linking to defined competencies in each job level. Enhance awareness of staff about their career ladder through different business forum Drive ownership of manager on employee career progression. Career rotation, promotion process advice and supervision 5.Learning & Development Partner with function head and functional leaders to identify development needs of talents/employees. Work with L&D function for L&D plan by function and cost impact Coordinate with L&D to deploy internal/external trainings Follow up and promote learning culture: coordinate with L&D for e-learning initiatives, sharing session in function 6. Employee Engagemnet Drive employee engagement survey (EOS) completion, draw insights from EOS survey results and lead the development and implementation of action plan to improve engagement. Lead focus groups to obtain employee insights and/or 360 degrees feedback on leaders. Lead the development and drive implementation of action plan with management team/ supervisors Organizing functional specific engagement activities: townhall, birthday... to build a fun, engaged and collaborative atmosphere 7.Employee Relation & Retention Follow up disciplinary process and labor dispute Ensure internal working rules are complied with and well understood by staff function Coordinate with trade union to support employee activities, labor dispute or special assistance to employees Oversee off-boarding process including exit interview by function and logistic process Identify and assess the retention risk in advance for key and senior level employees. Develop suitable interventions with function heads and senior management to retain these key talents. (E.g. Development role, C&B adjustment, stay interview) 8. Salary & Bonus Review/ Work with C&B lead to map existing staff to job levels, market benchmark for salary survey, offer, retention, promotion Coordinate with function head and line managers for headcount budgeting in respective function, provide insights and challenge for effectiveness in term of headcount budgeting Work with line manager to prepare business reason, promotion assessment and suggested package to flow to C&B team (adjusted salary, promotion) Get alignment with C&B for package and lead the conversation with line manager to terminate contract (restructuring, poor performance, etc) 9. Other Tasks assigned from Line Managers related HR projects.