Job Description

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• Manpower planning i.e. to work with business unit on identification of key capabilities needed and operational requirements which will support the achievement of business objectives.
• Talent Review i.e. to work with business units on reviewing, rewarding and monitoring of the talent pool in the business units by providing advice, guidance and support on areas such as career pathing and succession planning
• Drives and implement key HR initiatives as key interface between HR and business unit
• Maintains an effective level of business literacy about the business unit\'s financial position, its midrange plans, its culture and its competition
• Provide support and guidance during Annual Performance Appraisal to ensure timeline is kept within the requirements of GHR CoE.
• Provide HR support and advice to business and enablers to help them make good decisions that will support a high performance culture.
• Cost management through effective utilisation of manpower and monitoring of headcount budget
• Have consistent engagement and discussion with business enablers heads on job evaluation outcome.
• Analyse business enablers division needs in terms of the size, type, experience, knowledge, skills and quality of workforce to achieve its objectives
• Collaborate with recruitment team to identify workforce planning and hiring challenges faced by business enablers division
• Consistent consultations with line management to provide HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Monitor employees who are under performance improvement plan and advise business on how to manage this group of employees.
• Provide day-to-day performance management guidance to business, i.e coaching, counselling, career development, disciplinary actions.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides HR policy guidance and interpretation.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Coordinate with Business Units to develop Performance Improvement Plan (PIP) for poor perfomers, review and monitor the outcome
• Communicate policies and procedures to employees and provide HR policy guidance and interpretation
• Keep the line updated on HR initiatives and support the line by partnering with HR COEs in designing HR related programs
• Facilitate staff movement and mediate any issues that may arise from the whole movement process.
• Manage conflicts that may arise between employees and/ or between managers and resolve any problems in the execution of business plans.
• Assist in identifying training needs for staff in the designated business units i.e. nomination of internal training for staff development and external training for enhancement of technical skills.
• Ensures compliance with regulatory requirements, CIMB policies & procedures, guidelines and the Department\'s policies and procedures regionally
• To perform any other responsibilities / task as assigned by the management from time to time.

Only shortlisted candidates will be notified.

CIMB