Job Description

Job Responsibilities: Partnering with the covered department(s) in scope to translate the business agenda into a HR agenda, engaging with HR Excellence, HR Shared Services and Local HR to align with and support its direction and needs Providing sound and timely HR consulting/advisory to the business and be a proactive partner to the business and active sparring partner to HR functions Facilitating talent review with business to assess talent growth and movements - exits, hiring, transfers, promotions, high performers, high potentials, conversion of contract staff - and advise on workforce planning and mitigating any talent gaps Facilitating business consultation & change adoption on HR policies, programs, processes, systems Providing inputs to department restructures or creation of new roles in line with achieving the department\'s purpose and objectives Advising business on requisition and support candidate interview, ensure manager-interviewer is equipped to interview and assess culture fit and behavioral/leadership competencies Advising on top-down Key Performance Indicator (KPI) setting to ensure alignment and facilitating performance evaluation calibration sessions Supporting manager on employee dialogue in working on disciplinary action Providing guidance, counsel and support to leaders and employees to create a high-performance culture and engaged workforce Ensuring compliance with industry and internal policies and best practices Leading and coaching executives for a medium sized organization Building cooperative working relationships with inter-department stakeholders and external partners to provide seamless service Working in a complex organization, navigating and influencing multiple stakeholders to achieve results Requirements: Degree in Business, Talent/ Human Resources or equivalent Minimum 5 years\' experience in HRBP preferably in manufacturing industry Solid stakeholder management skills Knowledge in industry trends, best practices and labor legislation and principles related to employee life cycle - recruitment, learning and development, performance management, organization design, manpower planning, succession planning, rewards, and industrial relations procedures.

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