Manufacturing HRBP Manager

JOB PURPOSES:
• Convert production demands, business goals /KPIs into HR strategic initiatives and programs to
support growth of factory capability.
• Build a high-performance team to be capable for growth of factory capability.
• Manage to drive for changes (process, organization, cultures, practices, behaviours...) to foster
culture of the organization.
• Finetune opportunities to optimize people costs wherever appropriately within business (hiring,
travel, workforce, operations...)
• Help to drive initiatives to follow and align with HR corporate programs and strategies.
CRITICAL ACCOUNTABILITIES
1. Workforce planning:
• Analyse business workforce demands and plan an efficiency resource to support growth of factory
short term and long term.
• Manage and ensure recruitment are within budget.
• Build and operate internal processes and systems to attract right candidates for hiring.
• Manage, analyse and optimize the operational costs of people to drive factory cost efficiency.
• Monitor and analyse turn-over situation, plan and implement initiatives to retain talents.
• Evaluate quality and productivity of workforce, propose strategic initiatives accordingly.
• Consult and advise Directors/ Managers of Department on situation of the workforce and
opportunities to make it optimized.
2. Leadership & Capability development:
• Collaborate with factory leaders to develop and implement people strategies that improve
production performance.
• Define and standardize sufficiency competencies framework for management, staffs and workers
to align with organizational business growth goals.
• Develop and sustain leadership qualities to be aligned with Motul expectations and directions.
• Approach leadership team and employees to identify potential needs for training and development
in short and long term.
• Be a consultant to Directors/Managers for staff development strategies and roadmap.
• Plan and provide different methodologies of training that drives individual competencies
performance.
• Perform coaching to employees to change for growth and enhance leadership qualities impact on
employee motivation, development, and retention.
3. Organization Development:
• Conduct/ monitor 360 performance appraisal within organization. Analyse year-end performance
among organization to make decision on HR new phase.
• Develop necessary policies and process that guide business to build effective and standardized
practices.
Manufacturing HRBP manager job description
• Measure metrics and analyse data to diagnose situation of the unit business health, provide proper
actions / solutions to strengthen the situation.
• Work with C&B team to review and analysis salary & benefits scheme to ensure an effective pay for
employees.
• Build and promote core values of organization into workplace practices and make it cultural
environment.
• Study, analysis and develop job architecture system (job titles, job grade, job description, job
evaluation, pay range)
• Consult management team to review and propose ideas to make it an effective organizational
structure.
• Perform surveys / analysis and define action plans, initiatives to improve employee engagement.
• Find ways to build morale, improve workplace relationships, and boost productivity and retention.
• Analyse trends, identify and implement activities to promote employee engagement.
4. Talent management & development:
• Evaluate and identify pool of High Potential Performers, implement strategic initiatives to retain HiPo performers.
• Implement succession planning program across functions to find and build successors.
• Consult employees for their career path development at Motul.
5. Business partnership:
• Work closely with the management to understand business growth strategies and goals.
• Convert business goals into HRBP Goals to maximise support business achievement.
• Identify business obstacles & challenges that can be solved in term of HR strategies.
• Analyse business achievement results to find out HR solutions and decisions.
• Be a consultant for business head regarding people and organization matters.