HRBP is responsible for execution of various HR initiatives in respective function to drive and support people agenda. HRBP contribute to overall strategic HR agenda from functional business insight and functional needs.
Performance Management
Train and follow up performance management process to line managers and staff in respective function to ensure timeline for goal setting, mid-year and year-end review.
Embed development planning from the outcome of performance management.
Build robust practice of PM for effective performance in respective function
PM calibration for function
Advise and follow up for PIP process to the end of process
Talent Assessment & Development
Facilitate talent assessment process for function
Partner with function head and line managers for development plan of talent pool
Calibrate talent review for lower level in respective function (middle managers down to supervisor).
Partner with function head and managers for overall succession plan process and talent pool within the function.
Employer Branding & Talent Acquisition
HC & vacancy forecasting and notify recruitment team on needs and timeline.
Follow up and support line managers/employee to perform probation assessment on time on eZHR
Work with TA to determine job level, review package competitiveness (benchmark with external & internal) and flow to line manager and HRD for approval if over budget
Support TA team in deployment initiatives of employer branding through various recruitment, functional on boarding, public events
Ensure labor contract are signed for newcomers
Vacancy management – ensure backfilling of positions within timeline
Prepare onboarding plan framework, ensuring detailed first month. Ensure execution of the plan for every new joiner.
Ensure HC and budget approval, facilitate additional approval process for non-budgeted HC by partnering with line managers to build business case for additional headcounts
Suggest panel of interviewers (e.g. FLM, Local leadership, regional leadership). Partner business leaders in screening candidates (CV screening and participating in key position interviews)
Source for talents via networking and headhunting.
Career Development
Career rotation, promotion process advice and supervision
Drive ownership of manager on employee career progression.
Develop and implement career ladder/pathway framework for function linking to defined competencies in each job level.
Enhance awareness of staff about their career ladder through different business forum
Learning & Development
Follow up and promote learning culture: coordinate with L&D for e-learning initiatives, sharing session in function
Partner with function head and functional leaders to identify development needs of talents/employees.
Work with L&D function for L&D plan by function and cost impact
Coordinate with L&D to deploy internal/external trainings
Employee Engagemnet
Lead focus groups to obtain employee insights and/or 360 degrees feedback on leaders. Lead the development and drive implementation of action plan with management team/ supervisors
Drive employee engagement survey (EOS) completion, draw insights from EOS survey results and lead the development and implementation of action plan to improve engagement.
Organizing functional specific engagement activities: townhall, birthday… to build a fun, engaged and collaborative atmosphere
Employee Relation & Retention
Ensure internal working rules are complied with and well understood by staff function
Develop suitable interventions with function heads and senior management to retain these key talents. (E.g. Development role, C&B adjustment, stay interview)
Follow up disciplinary process and labor dispute
Coordinate with trade union to support employee activities, labor dispute or special assistance to employees
Identify and assess the retention risk in advance for key and senior level employees.
Oversee off-boarding process including exit interview by function and logistic process
Salary & Bonus Review/
Work with line manager to prepare business reason, promotion assessment and suggested package to flow to C&B team (adjusted salary, promotion)
Coordinate with function head and line managers for headcount budgeting in respective function, provide insights and challenge for effectiveness in term of headcount budgeting
Work with C&B lead to map existing staff to job levels, market benchmark for salary survey, offer, retention, promotion
Get alignment with C&B for package and lead the conversation with line manager to terminate contract (restructuring, poor performance, etc)
Other Tasks assigned from Line Managers related HR projects.
