Business Alignment & HR Planning
- Ensure that Human Resources policies, activities, and programs are effectively implemented and complied with across the assigned Business Units.
- Ensure that human resource needs from the assigned Business Units are properly identified and translated into HRBP job requirements in line with business objectives.
Workforce & Capacity Management
- Prepare and implement reports to monitor and control workforce status (headcount quantity, quality, and fulfillment rate against plan) to ensure alignment between workforce capacity and business needs.
- Provide consultation and support to Business Unit Heads in translating business and operational needs into HR plans, including people- related cost budgeting, headcount planning, recruitment, and training.
- Advise Business Unit Heads on workforce actions such as new recruitment, downsizing, and employee rotation from time to time.
- Participate in the annual headcount planning process for the assigned Business Units.
Employee Relations Management
- Propose and participate in initiatives to maintain positive, stable, and sustainable employee relations.
- Identify and assess issues that may negatively impact employee relations, including working environment, working conditions, and relationships across management levels.
- Conduct and participate in exit interviews to identify root causes of employee turnover.
- Participate in investigations, verification processes, and the handling of disciplinary cases in accordance with company regulations.
- Mediate and resolve labor disputes arising within the assigned scope.
Headcount Monitoring & Control
- Advise Business Unit Heads and HR management on workforce decisions, including recruitment, layoffs, promotion, and employee rotation.
- Track and control workforce status through regular reporting (quantity, quality, fulfillment rate against plan) to ensure alignment with Business Unit requirements.
Performance Management & Employee Development
- Communicate, discuss, and implement performance management processes, performance improvement plans (PIP), and individual development plans (IDP).
- Coordinate with Business Units and the Learning & Development (L&D) team to design and implement training roadmaps.
Transfer, Promotion & Relocation Management
- Conduct internal assessments for proposed cases of transfer, promotion, or relocation when required.
- Manage and oversee processes related to employee transfers, promotions, and relocations.
- Provide consultation on related matters such as headcount cap compliance, organizational structure alignment, and decision effectiveness.
