HRBP

ลักษณะงาน

Recruitment, Induction & Exit Planning

• Plan for yearly manpower requirements to support business agenda.
• Identify the overall recruitment strategy and needs for the portfolio functions – new positions, replacement, promotion and position for selection etc.
• Utilize the most effective and timely recruitment methodologies to attract the best fit candidates for the functions.
• Plan for effective manpower pool; less dependence on manpower search agencies.
• Provide effective induction process for new hires.
• Plan to manage capabilities issue in response to business agenda
• Work with Line Manager to source for the right capabilities into the organization
• Coordinate reference checking and employment offer production
• Deployment of induction program for new hires. Monitor and follow-up on the adaptation and socialization of the new hires.
• Manage employee exit by analyzing and keeping track on employees leaving - conduct pre resignation (exit) interview and post resignation interview. Analyze the information and take precaution action.

Performance Management- People Manager

• vision into action plans.
• Roll-out performance management process to the portfolio functions as per global process.
• Help to educate line managers and employees in performance management processes – objective/ goals setting to achievement assessment.
• Work with line managers to identify employees’ functional/ technical skills and leadership competency gaps
• Work with line managers to identify programs/ initiatives to address those gaps
• Capture and address performance management issues accordingly
• Help to educate line managers and employees in managing poor performance – performance improvement plan (PIP) processes
• Advice line managers to use performance management systems to reward performers or vice versa
• Provide coaching and counselling support to as well as facilitating line managers and employees on the agreed developmental actions

Talent & Succession Planning

• Work closely with line managers to assess and identify potentials and talents
• Prepare talents review materials and tools.
• Support the Functional Heads during the potential review session.
• Together with Functional Heads, help them to prepare individual developmental profile and developmental plan. Keep track on the execution of the agreed developmental plans.
• Manage agreed succession planning and monitor promotion from within for mission critical positions.
• Manage key talents who have been identified for the international job rotations/ assignments

Employee and Industrial Relations

• Manage employee relation matters through regular and transparent communication of HR processes, policies and procedures to the employees.
• Resolve employee issues/ concern objectively and at the earliest time possible. Conduct fair and objective disciplinary processes.
• Recommend changes / amendments to HR policies and procedures when necessary.
• Work with welfare committee to make internal employee relation agenda successfully achieve objective within approved budget.

Organizational Design and Change Management

• Assist the line managers in organizational changes such as organizational design, job evaluation and restructuring initiatives.
• Monitor the creation of new positions and help line managers to develop and update job descriptions
• Maintain the latest organizational structure on regular basis.
• Acquire organizational insights – business strategies, divisional issues, etc.

Business Support

• Bring HR to the business (line managers & employees) by education and engagement initiatives
• Support line managers in achieving their business initiatives, business objectives and people agenda
• Get involve in the functional projects that relate to work processes and people management
• Drive the Company’s culture in creating a Great place to work for our employees and fosters an environment where employee behavior is aligned to our values.
• Work with Line Manager to recommend employee compensation or benefit upon hiring, retention, promotion / special adjustment, annual compensation review by taking into account market information as well as internal relativity aspect.

คุณสมบัติ
• Bachelor's or Master's degree in HR or any related fields
• Minimum 10 years work experience in Human Resource Management
• Strong analytical skills and ability to drive continuous improvement
• High emotional intelligence and Interpersonal Savvy
• Strong Communication, negotiation skills and positive attitude
• Strong engagement/communications capability and able to influence all levels of employees
• Strong leadership and analytical capability
• Excellent command of English