HRBP cum Training

JOB SUMMARY
Strategic Partnership
The HR Business Partner (HRBP) plays a critical strategic role in aligning HR initiatives with business objectives. This individual serves as a consultant and advisor to business leaders, providing expertise and support across a broad range of HR functions. The HRBP will champion a positive work environment and foster a strong culture of employee engagement, driving organizational effectiveness and growth.
ESSENTIAL DUTIES & RESPONSIBILITIES
- Translate business needs into actionable HR strategies and initiatives.
- Build strong relationships with business leaders, managers, and employees to foster trust and collaboration.
- Proactively identify and address HR- related concerns within assigned business units.
- Partner with business leaders to understand their strategic objectives challenges, and opportunities.
Talent Management & Acquisition:
- Collaborate with hiring managers to identify talent needs and develop targeted recruitment strategies.
- Facilitate succession planning and leadership development initiatives.
- Support the recruitment, selection, and onboarding of top talent.
Performance Management & Development
- Implement performance management systems aligned with business goals.
- Partner with managers to set clear performance expectations and provide ongoing feedback to employees.
- Identify and address performance gaps.
Employee Relations & Engagement
- Develop and implement programs that foster employee engagement and build a positive work environment.
- Proactively address employee concerns, grievances, and conflicts.
- Champion diversity, equity, and inclusion initiatives.
- Facilitate fair and effective resolution processes.
Change Management & Organizational Development:
- Facilitate organizational development activities to improve organizational effectiveness and culture.
- Develop and implement change management strategies to support organizational changes.
HR Metrics & Analytics:
- Generate reports and insights to inform HR strategy and decision- making.
- Track and analyze key HR metrics to measure the effectiveness of HR programs and initiatives.
Compliance & Risk Management:
- Advise business leaders on HR compliance issues.
- Implement processes to mitigate HR- related risks.
Others as might be assigned by the Operations Director

MINIMUM QUALIFICATIONS

Education

University Degree, Major in Human Resources, or in related fields

Experience

Minimum 4 years HR experience, of which, at least 3 years at supervisor level

Skills and Abilities

Systematic, methodical, detailed, thorough, transparent.
Work well in a team- based environment.
Results oriented
Skilled in delivering training
Skilled in Computer Operation ( MSOffice, Windows, Word, Excel, PowerPoint etc)
Highly capable of identifying problems and solving problems.
Good communication and coordination skills
Excellent Written and Spoken English
Strong leadership, management, communication skills are compulsory.
Positive, enthusiastic, creative, embrace changes, performs under pressure
Work Hands- on
Interview and screening skills
Rich in Human Resources knowledge
Very proactive and energetic.

MENTAL & PHYSICAL DEMANDS/WORKING CONDITIONS

Mental Effort

Ability to solve problems and make decision in short period.
Ability of working under pressure

Working Conditions

Office and manufacturing facility environment

Laptop, Chế độ bảo hiểm, Chế độ thưởng, Chăm sóc sức khỏe, Đào tạo, Tăng lương, Công tác phí, Nghỉ phép năm

Cập nhật gần nhất lúc: 2025-09-05 14:25:03