Job Description

FIND YOUR \'BETTER\' AT AIA If you believe in better, we\'d love to hear from you. About the Role The position is responsible to provide leadership and guidance on people practices to assigned departments on people-related matters, such as manpower planning & management, resourcing, performance management, rewards and talent management, in meeting the organization\'s business goals. This includes developing and implementing key strategies and actions as well as planning, directing and organizing people related activities. He/She will also participate in ad-hoc projects assigned by Chief HR Officer. Roles and Responsibilities 1. HR Business Services/Employee Relations Work closely with department heads and stakeholders in anticipating, understanding and addressing their needs and concerns. Provide advice on HR issues to line departments on redeployment, staff disciplinary action, staff grievance issue. Manage staff enquiries efficiently and effectively. Provide the necessary Industrial Relations (IR) advisory and guidance to Line Managers and ensure all IR issues are handled and resolved in a timely manner in accordance with local policies / regulations. Conduct exit interview and manage exit process. Review and manage contract renewal issues. 2. Manpower Planning and Resourcing Manage the yearly manpower budgeting process for all departments against the overall department and corporate strategic plans. Ensure the manpower plans are well managed within the approved headcount allocated. Drive the overall manpower planning process that supports the growth, changes and needs of the business. Provide advice on the justification for manpower required and ensure proper approvals have been obtained on headcount requests. In view of business needs and market trends, assist line management to develop pro-active resourcing strategies and programs to attract, develop and retain talents and enhance their competencies. Formalize job description and specifications. Manage resourcing process including selection of resourcing channel, screening of candidates, selection interviews and preparation of compensation package. Identify and manage the reasons for staff turnover. 3. Rewards Reviews & Administration Collaborate with COE team on annual merit/promotion review exercise, off-cycle promotion review and benefits review & administration. 4. Performance Management Coach line managers and provide them with skills to manage and execute the corporate performance management cycle. Partner with line managers to manage non-performers utilizing the Performance Improvement Plan (PIP) process. 5. Talent Management Collaborate with COE team to develop and implements strategies, systems and processes to identify, nurture and reward overall employees and high potentials. Manages the organization design and operating model for the business in terms of putting in place the right structure and people to support business needs at N-1 and N-2 levels. 6. Others Implement Group HR policies and procedures in a consistent manner to ensure compliance with local laws and regulations. Partner with COE Teams and HR Ops to provide consistent and quality services to staff. Participate in Group HR initiatives as required. Minimum Job Requirements: Degree or above in Human Resources or related discipline Over 8 years of relevant HR generalist experience with strong practical HR operations and project management skill Multi-tasked, resourceful and self motivated Strong leadership and people management skills Strong stakeholders focus with excellent interpersonal communication skill with proven ability to work with people of all levels Close attention to details along with an acute sense of numbers, good analytical and presentation skills Result-oriented and able to work independently Willing to take up new challenges responsibilities and accountable for its results

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