HRBP
Guide and build the process to maintain & measure the engagement activities
Ensure qualified services on Hiring- to- Resignation process, following strictly company regulations and current labor law related practices;
Timely approach HOD and LM for L&OD initiatives and feedback, including but not limit to Performance Management, Talent Development, Succession Planning, IDP, Training Effectiveness and other related matters;
Facilitate performance calibration if needed
Join interview G15 up and consult Department Head/Line Manager to select the right people for the right position
Work with Department Head on Strategic people planning.
Support drving all communications from Company/Management/HR to employees; as well as act as the communication champion for all HR initiatives;
Work closely with Department Head and line managers to resolve people issues in retention, development, attraction and other HR matters.
Act as a contact point for both employees and line managers for HR related matters and coordinate further actions where appropriate
Analyze job profiles in the Department, with focus on key positions for proper consulting to line managers about career development, remuneration and others.
Analyze business context and strategies to propose annually HR Capability Focus Strategies and ensure a smooth deployment in all initiatives;
Ensure processes of KPI setting and appraisal for in- charged Department
Execute Disciplinary process to make sure it is compliance
Direct company training & development activities to ensure employee has provided proper skills to adapt with business needs and core competencies
Propose and implement new innitiatives to foster self- learning culture at company level
Set- up & review company training plan accordance with training & development initiatives
Monitor training plan implementation.
Guide & work closely with relevant people to propose company training budget
Ensure training need is appropriate identified based on job’s requirements
Lead leadership development programs and young talent programs at company level
Review and develop leadership programs and young talent programs to meet with business’s requirements to strengthen leadership skills and talent pipeline for front management level
Assess training needs for group Middle Managers and Supervisors to make sure employee’s working skill or competency evaluated to adapt with job requirements
Lead performance management system
Review and improve performance management process, incl. KPI set up, performance calibration, performance dialogue and IDP implementation and tracking
Plan & monitor performance management implementation at company level
Lead Succession Planning at company level
Proceed needed tests and analyze data to address hi- potential
Review succession planning process accordance with organization changes.
Discuss with respective department head on the Hi- Po list and organize the meeting with Regional HR, CEO and Department Heads to calibrate the Hi- Po list
Plan and work with Department Head & HRBP Manager to identify key critical positions and successors.
Hold other projects as and when required
Take part in other HR activity or project organizing & arrangements, if any
