Senior HR Business Partner

AIA Hong Kong; Cyberjaya; On-site; MYR 200,000 - 250,000; Full time

Job summary

A prominent HR firm in Cyberjaya is seeking an HR professional to support strategic management and organization effectiveness. This role involves advising senior leaders, driving employee engagement, and leading workforce and talent management initiatives. Candidates should have a strong understanding of HR metrics and analytics to impact business decisions positively. Join us to transform HR practices and enhance employee experiences while helping organizations thrive.

Responsibilities

• Support organization effectiveness by implementing HR solutions.
• Advise senior leaders on HR challenges and issues.
• Champion employee engagement activities.
• Drive change management and growth mindset initiatives.
• Oversee budget and headcount reporting with Finance.
• Leverage HR metrics for business decisions.
• Provide coaching on performance management issues.
• Develop workforce plans aligned to business objectives.
• Lead talent management and succession planning activities.
• Utilize people analytics for actionable insights.

Job description

About the Role

Responsible for supporting a specific function and business unit in addressing their human resources related needs.

Job Description

Strategic management support

• Business partner to senior leaders / people managers to support organisation effectiveness by implementing solutions aligned to the overall people strategy
• Advise and counsel on a broad range of HR matters, issues and challenges faced by senior leaders and people managers
• Assist senior leaders and people managers in building key organizational capabilities
• Support employee engagement activities which may include planning, organizing and / or speaking at company events
• Champion change management and growth mindset
• Champion career development processes and initiatives to improve talent development
• Oversee budget and headcount reporting for senior leaders and partner with Finance to drive alignment with all budgets and forecasts
• Leverage on data insights to interpret and analyse data to assist in making appropriate business decisions based on HR metrics and trends for business unit
• Provide thoughtful and effective coaching to senior leaders and people managers on performance management, structural and staffing issues, including compensation, organisation design
• Direct business leaders/people managers to self‑service leveraging on existing tools

Workforce Planning, Talent Management and Succession Planning

• Partner across HR and business leaders to develop a workforce plan enabling the best resourcing strategy aligned to business objectives
• Lead and guide workforce and talent management activities, including and not limited to Organisation & People Review (OPR), succession planning and Total Compensation Review (TCR) in collaboration with compensation specialist
• Support senior leaders to hire, develop and retain senior talent
• Work with Global CoE on international assignment/mobility for target employee segments

People Insights

• Leverage people analytics to generate actionable insights on employee engagement, productivity, attrition and team effectiveness
• Interpret data to influence business decisions and build future‑proof workforce strategies
• Ensure data is used responsibly and in compliance with privacy and ethical guidelines

Employee Relations

• Handle and resolve employee relation matters escalated by HR advisors
• Analyse and address root cause of employee escalation, where necessary looking for trends and make recommendations for change in policies and practices as appropriate; conduct thorough investigations as needed
• Work with people manager to manage performance improvement plan (PIP)

Significant employee life cycle events (‘Moments That Matter’)

• Handle onboarding and international assignment for senior leaders
• Provide the necessary ‘human touch’ for significant employee life cycle events for target segments, e.g. retirement for long tenure employees, long absence due to personal circumstances, etc.
• Manage redundancy

Future of Work & Transformation

• Drive organisational agility and support flexible work models (hybrid, remote)
• Lead digital adoption and leverage HR technology for better decision‑making
• Help business leaders in supporting their digital transformation journey
• Develop reskilling and upskilling strategies for emerging roles
• Champion employee experience and well‑being through data‑driven initiatives
• Act as a change partner to implement transformation programs effectively
• Use people analytics to anticipate workforce trends and measure impact

Build a career with us as we help our customers and the community live Healthier, Longer, Better Lives.

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