Senior HR Business Partner

AIA; Cyberjaya; Hybrid; MYR 200,000 - 250,000; Full time

Job summary

A leading insurance firm is seeking a Human Resources Business Partner to support senior leaders in effective organizational management. Your role will involve advising on HR issues, driving talent management, and supporting employee engagement activities. The ideal candidate will have a background in HR and data analysis, alongside strong coaching skills. Join us in helping the community live healthier, longer, better lives.

Benefits

Career development programs

Health insurance

Flexible work models

Qualifications

• Experience in HR management and strategy support.
• Strong understanding of employee engagement principles.
• Capability to leverage analytics for decision-making.

Responsibilities

• Support senior leaders on HR issues and organizational effectiveness.
• Drive talent management and workforce planning.
• Handle employee relations and manage significant lifecycle events.

Skills

Business acumen

Coaching

Data analysis

Change management

Negotiation

Education

Bachelor's degree in HR or related field

Tools

HR software

People analytics tools

Job description

About the Role

Responsible for supporting 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, organization 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 organizational 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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