HR Business Partner Manager (HRBP Manager)

As an HR Business Partner Manager (HRBP Manager), you will play a pivotal role in shaping and driving HR strategies that align with our organizational goals. You will provide expert HR counsel and support in many dimensions, collaborating with a diverse range of internal & external, local & international stakeholders to ensure effective implementation of policies and practices while fostering a culture of engagement and performance excellence.

Key Responsibilities:

1) Development and Leadership

***Performance Management:

- Consult best practices in comprehensive performance management system to support business leaders, teams, and employees in activities such as setting goals, providing regular feedback, continuously managing performance, and conducting appraisals. Give advice to top leaders to ensure effective calibration based on 3P principle (People, Performance, Position) in salary review context.

***Career Development:

- Collaborate with business leaders to provide consulting on career paths for employees; co-create and run succession planning and development programs with these leaders and OD team following global development framework and processes.

***Learning and Development:

- Support business leaders to develop, implement and leverage both local and global development and training programs for employees to enhance technical skills, soft skills, and leadership capabilities.

2) Employee Engagement and Well-being

***Employee Engagement:

- Work closely with business leaders and OD team to develop initiatives to boost employee engagement, such as recognition programs, feedback mechanisms, and alike activities. Conduct stay interviews with employees, leverage insights from engagement surveys and feedback input, proactively work with business leaders to identify and analyze attrition risks, implement comprehensive mitigation strategies, and provide actionable measures.

***Well-being and Diversity, Equity, and Inclusion (DEI):

- Implement programs to support employee well-being, including mental health resources, fitness programs, and work-life balance initiatives. Promote DEI through policies, training, and initiatives that foster an inclusive workplace.

3) Workforce Management

***Workforce Planning:

- Collaborate with business leaders to forecast hiring needs based on business growth, strategic priorities, and project demands.

***Talent Acquisition:

- Develop and execute sourcing and recruitment strategies to effectively attract top talents to meet current and future workforce demand. Responsibilities include but not limited to sourcing, employer branding campaigns, job postings, campus recruitment, partnerships with recruitment agencies, selection, and onboarding.

***Analytics and Reporting:

- Utilize HR analytics to make informed decisions on hiring, retention, and employee development. Generate regular reports on HR metrics, such as turnover rates, employee satisfaction, and training effectiveness, etc. to inform strategic workforce decisions.

4) Strategic People Partnership

- Act as a strategic partner to consult both employees and business leaders to integrate and align employee career development direction with organization vision, business priorities and organization development direction at a holistic level.

- Partner with business leaders at all levels, OD, local and global HR teams to provide best-in-class HR consulting services and ensure achievement of people related strategic objectives to support the big picture of business priorities and organizational development. Collaborate as a task force member to implement transformational change for the organization under the direction of steering committee.

- Alignment with Global HR: Ensure local HR policies and practices are aligned with the global HR framework and standards. Develop and propose local-for-global policies and practices.

- Oversee and enhance on/offboarding, transfer processes, and orientation programs to ensure a seamless employee experience, including cross-cultural training on aspects of working in a global environment, cultural sensitivity, and communication in global environment.

5) Operations and Governance of HR Processes

- Collaborate with global and local HR teams to ensure accurate and up-to-date employee records, including personal details, employment history, performance data, and development measures.

- Manage employee benefits and handle related queries, manage retention scheme with strategic intent.

- Manage performance improvement plans for under performing associates, ensuring alignment with organizational goals. Oversee disciplinary actions and governance to maintain compliance and uphold company standards.

• Proven experience in an HRBP Manager role or similar leadership position.

• Strong business acumen, with experience in the IT sector preferred.

• Excellent stakeholder management skills and cultural diversity awareness.

• Ability to provide professional counsel and services to a diverse range of business leaders across multiple departments.

• Ability to influence and drive change across all levels within the business teams.

• Solid knowledge of HR practices, effective problem-solving and support for both national and expatriate employees.

• Exceptional analytical and problem-solving skills, with a strategic mindset.

• Outstanding communication and interpersonal skills that foster collaboration and engagement.

• In-depth knowledge of HR policies, practices, and local labor regulations.