HRbp

2 weeks ago

Ho Chi Minh City, Ho Chi Minh, Vietnam Liberty Insurance Pte Ltd Full time



JOB TITLE:
HRBP

REPORTS TO:
Talent Strategy & Partnership Leader, Asia Market

I. JOB SUMMARY
The HRBP is an expert strategic thought partner to aligned departments, working collaboratively with

leaders to drive talent and organizational strategies that help achieve business goals and objectives.

The HRBP will provide integrated thinking and consultative support to the business that will attract,

develop and retain talent, and also drive talent outcomes, linking/recommending short and long-term

talent strategies, in areas such as strategic workforce planning, manager effectiveness, leadership

capabilities, talent development, succession planning and diversity, equity and inclusion that support

the achievement of business goals.

II. JOB DUTIES

Strategic Advisory and Driving of Talent Initiatives and Support

  • Facilitate integrated strategies and initiatives that drive organizational effectiveness, including
- organizational design consultation during business planning and/or when solving business
- issues.

  • Cocreate communication and change management plans that support defined programs, taking into account the organization's current state and readiness for change.
  • Effectively leverages Organizational Effectiveness, Talent Management Practices, Learning & Development, and Diversity, Equity and Inclusion frameworks, processes and tools.
  • One contact point to provide consulting on key talent initiatives/projects/solutions identified to meet business needs, collaborating with HR CoEs to ensure strategies are aligned and leveraged effectively.
  • Support to develop and deploy DEI initiatives.
  • Advise business on HR policies in partnership with HR CoEs and maintain close collaboration and coordination with HR CoEs in providing overall talent support to the business, communicating in a clear, concise, and thoughtful way to inspire confidence, alignment and engagement.
  • Proactively collaborate with HR CoEs to enhance talent processes and practices to enable the business

Talent Management

In partnership with HR CoEs and stakeholders

  • Facilitate employee performance, developmental and career discussions as well as job movements (including lateral, vertical, internal mobility, new appointments), proactively assessing team and functional leadership developmental needs
  • Drive and support performance management and skill development for the function

Leadership Development

  • Support leadership development for the function including driving succession planning
  • Provide feedback on leadership effectiveness and coach managers to enable to high performing culture and operational excellence

Strategic Workforce Planning & Recruitment

  • Work with business leaders about organization structure, span and layers, and role optimisation for better efficiency for the business
  • Advise business units on headcount management and maintain updated records of department organisation charts
  • Work with business leaders to understand hiring needs and department skill requirements, and support business on recruitment as required
  • Understand the business, proactively identifying its current and future capability requirements in partnership with the business

Employee Engagement and Retention

  • Implement employee engagement strategies for the department that will enhance productivity, engagement and employee retention, and ultimately support our goal of being a global employer of choice.
  • Provide functional analysis to understand overall employee pulse surveys and feedback (MMS, Pulse Surveys) and create functional action plans following analysis of the employee surveys to understand and improve engagement for the respective departments. Develop, support, and execute on Employee Engagement activities for the department (both virtual and in person) to improve employee morale, satisfaction and productivity for the function
  • Conduct exit interviews for all leavers

Employee Relations

  • In close partnership with Employee Relations CoE to provide consultation and guidance to managers and leaders on employee relations matters and address/resolve grievances/labour issues/claims.
  • Union management in locations where Unions are present

Data Analytics

  • Leverage talent related metrics to drive talent retention, development, engagement and succession planning
  • Facilitate HR data analysis in support of the business and make datadriven recommendations using competitive intelligence, metrics and market data to drive talent outcomes for the business
  • Leverage data to drive a high performance culture and workplace engagement

III. PREPARATION, TRAINING & EXPERIENCE

  • Bachelor's degree or higher in Human Resource Management, Business Administration or any related field
years of progressive experience in HR Business Partnering, Employee Engagement, Employee Relations or HR strategy development

  • Thorough working knowledge of HR disciplines and Labor Law (i.e. staffing, emp

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