Senior Executive Human Resource Business Partner

Senior Executive Human Resource Business Partner

1) Human resources support services (HRSS)

1. Acts as a 'touch point' between Site Management, Employee and HR Support Services Team from 'HR Service Delivery' perspective. Manages expectation between Site Management and employee according to an agreed service level.
2. Identifies and highlights to Head of HR and/or HRSS Lead should there be any internal process(es) involving SOP and / or WI that need to be change for efficiency / effectiveness / improvement. Follow through with HRSS Lead to ensure timely completion and updating of the process change. Communicate the change.
3. Communicate with HRSS Lead / Team to ensure reporting (standard / customization) needed by site management is managed according to expectation and within timeline.
4. Aligns with HRSS team on any changes / amendments to guidelines / SOP of corporate policies and processes as well as regulations to local regulatory/statutory requirements. Communicate and create awareness on the changes to site management and employees.

2) Industrial Relations and Employee Relations (IR/ER)

1. Work in collaboration with IR Centralized Services on IR cases resolution. Keep abreast with HR legal requirements to ensure regulatory compliances, reducing legal risk to the business. Continuously develop functional managers and equip them with knowledge and skills to be effective ‘people manager’. Works with IR centralized services and HOD to mitigate and reduce tardiness and absenteeism within Plant.
2. Bridge employee relations by addressing and responding to employee, queries, grievances, or other issues through the process of MBWA with the objective to engage with the workforce to identify areas to work on to improve work productivity, nurture and drive a positive, motivating and employee centric culture workforce.
3. Works with CHR and other Plant HRBPs to develop and implement an employee engagement strategy / plan aligned with the organization's goals and values. Identify key drivers of employee engagement, establish findings, develop, and implement action plans.
4. Develop and implement HR initiatives such as ‘employee recognition program’, employee activities / events to improve employee satisfaction, motivation, and commitment among colleagues.
5. Plan and takes ownership of the "how" of employee engagement with the objective to achieve the engagement target.

3) Learning and Development

1. Works with HRSS Learning team to manage the entire E2E process of Learning and Development, both, functional and non-functional, from development of TNA, mapping to ATP and effective selection of training providers, coordination activities, training effectiveness, data analysis and effective usage of HRMS system to manage training records etc.
2. Continuous engagement with Managers and employee to provide support, guidance and coaching on people management skills and identifying soft and management skills to develop managers and above.
3. Provide input and feedback to SME for system continuous improvement.

4) Performance Management

1. Drives and promotes high Performance Management culture within the Plant across all Depts by conducting awareness sessions, campaigns, communications, ‘how to’ sessions, coaching and guidance and any other method / approach etc to Managers and employees.
2. Facilitate the process of developing and implementing Dept KPIs with HOD and cascading sharing of KPIs to different Job Designation (employee level) within Dept and related Depts.
3. Ensures clear linkage between performance of an employee with rewards.

5) Talent Acquisition

1. Engages with Head of HR and HODs to understand and determine current and future manpower requirement of depts periodically linking to business needs. To work out the optimal resources required, approvals and works jointly with Lead, Support Services and TA team to perform hiring for the most suitable candidates on a timely manner and future ready hiring.
2. Identifies issues and challenges to Lead, Support Services related to TA. If unresolved, escalate to Head of HR and/or CHR and other site HRBPs to discuss, seek mitigating solution and drives results.
3. Supports and engages actively with Lead, Support Services and TA team on issues and challenges related to Recruitment system and seeking resolution from improvement perspective.
4. Ensures effective onboarding and off boarding by HRSS TA team to ensure employee experience within Kossan is not compromised.

6) Compensation and Benefits

1. Communicates to all stakeholders (HOD) guidelines, template, procedure and timeline to perform annual Increment and Bonus to ensure alignment across Kossan.
2. HRBP to perform moderator role when reviewing the submission and provides input / feedback in alignment to ‘Pay for Performance’ prior to obtaining approval from GM and ED.
3. Engages with HRSS team to ensure that all approved revised salaries are updated timely and accurately into the HRMS system for Payroll to be processed.
4. Proactively reviews existing compensation elements to ensure consistency in practice within and across Plants.
5. Identify trends and implement good practices to engage and motivate employees.
6. Execute and implement initiatives rolled out from CHR involving compensation and benefits to site.

7) Talent Management

1. Works closely with Head of HR and HODs on the implementation of Talent Pipeline readiness and is regularly updated to ensure continuous ready supply of talents for ready now and ready next. To manage and to improve retention rate of critical positions and talents.
2. Design, plan, implement and manage programs for the development of internal talents. Monitor and track its progress updating site management from time to time.
3. Gather and review talent related data via implementation of recommended and identified assessment tools identify potential and to gain insights on talent management programs.
4. Manage employee exit processes, including conducting exit interviews, handling exit clearance procedures and managed communications to develop positive association between employee and Plant.
5. Work with CHR and other Plant HRBPs to develop, design, implement and communicate career path for both Technical and Non-Technical jobs at across all Plants as part of People and Organization Development.

8) Compliance and Audit

1. Accountable and to drive the Plant to reach the level of self-sustainable social compliance requirement, understand the customer needs, achieving and meeting requirement customer requirement on HR matters on social compliance, ensuring preventive measures are put in place minimizing if not eliminating any non-conformances.
2. To work with other HRBP to develop corrective action plan for nonconformance and ensure the action is closed in timely manner (HR related).
3. To support and attend all ISO standard audits for all training related matter.
4. To support and attend all ISO standard audits for all training related matter.
5. Participate in meetings involving social compliance and ISO to ensure HR is on top of the needs.

9) Overall

1. Participate and/or lead in the implementation of HR system, processes, and initiative.
2. Execute and collaborate with site management on change management to business processes and systems, job roles, and structures within the Company in ensuring projects are implemented on time.
3. Any other duties and responsibilities that may be assigned to you by the management from time to time.

Qualification:

Minimum bachelor’s degree in human resource, Business Administration, Management or related field.

Experience:

Proven experience as HRBP or similar HR role with min 4 - 5 years’ Senior Executive experience.

Experience in manufacturing field with ISO compliance and regulatory environment.

Excellent interpersonal and communication skills, with the ability to build relationships and influence stakeholders at all levels.

In-depth knowledge of HR best practices across all facets of HR, employment laws, and regulations.

Other Personal Capabilities:

Strong Leadership Skills, Empathy and Emotional Intelligence, Interpersonal Skill, Organizational Awareness, Confidentiality and Discretion, Proactive Continuous Learning Development & Result Orientated, Solid Problem-Solving & Decision-Making Abilities and Reporting Skills, Analytical Skills, Critical Thinking Skills and Good Communication Skills.