Senior Human Resources Business Partner

AIA Shared Services; Cyberjaya; On-site; MYR 150,000 - 200,000; Full time

Job summary

Join a leading insurance provider as an HR Business Partner, where you will strategically influence workplace effectiveness and foster a culture of growth. The role involves hands-on management of HR processes from talent management to employee relations, aligning people strategies with business objectives while promoting a healthier community. Your ability to bridge data-driven insights with HR strategies will be pivotal in navigating organizational change.

Qualifications

• Extensive experience in HR practices and talent management.
• Proven track record in strategic HR roles.
• Ability to leverage data for decision-making.

Responsibilities

• Support organizational effectiveness by implementing people strategies.
• Manage employee relations and performance improvement plans.
• Collaborate with leaders for talent recruitment and development.

Skills

Strategic thinking

Data analysis

Change management

Employee engagement

Coaching

Education

Degree in Human Resources, Business Administration or related field

Tools

HR analytics software

Job description

FIND YOUR 'BETTER' AT AIA

We don’t simply believe in being ‘The Best’. We believe in better — because there’s no limit to how far ‘better’ can take us.

We believe in empowering every one of our people to find their 'better' — in the work they do, the career they build, the life they live, and the difference they make. Together, we can support even more people — including our own — to live Healthier, Longer, Better Lives.

If you believe in better, we’d love to hear from you.

About The Role

As an HR Business Partner, you will serve as a strategic advisor and change catalyst, bridging people and business with data-driven, ethical, and forward-thinking approaches. Your role will go beyond traditional HR support, focusing on organizational agility, digital adoption, and talent strategies.

You will work closely with designated business groups, line management, and executive teams across all HR aspects, including employee relations, recruitment, staffing, compensation, talent review, organization design, resource planning, learning, and career development.

Proactively, you will address business issues related to strategic workforce planning and target employee segment development and productivity.

Strategic management support

• Partner with senior leaders and people managers to support organizational effectiveness by implementing solutions aligned with the overall people strategy.
• Advise on a broad range of HR matters, issues, and challenges faced by senior leaders and managers.
• Assist in building key organizational capabilities.
• Support employee engagement activities, including planning, organizing, and speaking at company events.
• Champion change management and a growth mindset.
• Promote career development initiatives to enhance talent development.
• Oversee budget and headcount reporting, collaborating with Finance to ensure alignment with budgets and forecasts.
• Utilize data insights to interpret and analyze HR metrics and trends, aiding business decision-making.
• Provide coaching to senior leaders and managers on performance management, staffing, and organizational issues.
• Guide business leaders towards self-service tools for HR processes.

Workforce Planning, Talent Management, and Succession Planning

• Collaborate with HR and business leaders to develop workforce plans aligned with business objectives.
• Lead talent management activities, including performance reviews, succession planning, and talent reviews.
• Support senior leaders in hiring, developing, and retaining top talent.
• Coordinate with Global CoE on international assignments and mobility.

People Insights

• Leverage analytics to generate insights on employee engagement, productivity, attrition, and team effectiveness.
• Interpret data to influence workforce strategies and decisions.
• Ensure data privacy and ethical use of information.

Employee Relations

• Handle employee relation issues escalated by HR advisors.
• Analyze root causes of escalations and recommend policy or practice changes as needed.
• Manage performance improvement plans in collaboration with managers.

Significant Employee Life Cycle Events

• Manage onboarding and international assignments for senior leaders.
• Provide support for major life cycle events, such as retirement or long absences.
• Handle redundancy processes.

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

Please ensure all requested information, including Personal Data, is provided to be considered for this opportunity. Accurate and current information is your responsibility.