Manager, HR Business Partnering

Plan HR and workforce strategy and organisation development - Develop plan to deploy organisation's workforce to maximise productivity in pursuit of organisational vision, mission, strategy and plans in consultation with stakeholders - Collaborate with line managers to project future skills demand and supply - Advise line managers on resource planning options - Facilitate the redesign of the organisation structure to deliver its vision, mission, strategy and plans in an effective and efficient manner - Liaise with employees to evaluate effectiveness of organisation development and change interventions - Engage senior management to support organisation development and change interventions Attract talent - Recommend sourcing channels to source the right candidates in line with business needs Prioritize critical open positions to be filled in consultation with line managers - Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes - Advise hiring managers on the principles of fair and unbiased employment selection practices - Provide advice to business leaders and managers to position the organisation as an employer of choice to secure candidates - Secure involvement of business leaders in the onboarding processes to assimilate new hires effectively - Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes Develop talent - Define learning and development needs based on business and staff capability needs - Coach employees to refer to career development policy, framework and programmes for career progression in the organisation - Guide line managers in their understanding and usage of performance management policy, framework and processes - Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements - Facilitate talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organisation - Guide senior management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation Engage talent - Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce - Review needs of the workforce to recommend non-monetary benefits options to the Compensation and Benefits manager - Provide support to senior management in rolling-out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements - Promote cross-cultural management with stakeholders to embrace differences in perspectives, traditions and culture in working towards mutually agreed outcomes - Manage labour relations to achieve work harmony and progress towards organisational goals Separate talent - Provide advice to line managers on managing voluntary employee exits to ensure employee leaves with a positive association with the organisation - Conduct exit interviews to gather feedback for better employee retention - Recommend alternate strategies to prevent redundancies in the organisation - Coach line managers to manage involuntary exits due to redundancy or other reasons - Guide employees on outplacement support provided by the organisation - Assist retiring employees on retirement process, obligations and post-retirement support available - Facilitate remployment of employees beyond retirement age in alignment with organisation's retirement policies - Advise line managers in retirement processes to ensure employee leaves with a positive association with the organisation Analytics and Insights - Deploy a range of data mining tools and analytical techniques to create management information, business insights, and projections for HR and manpower planning purposes - Apply data governance concepts and principles to identify, collect and prepare data for analytics and HR metrics benchmarking - Resolve data availability and data quality challenges with data cleansing techniques - Analyse financial and HR data by employing data mining, modelling, predictive analytics, and benchmarking tools and techniques to create insights and foresights to guide decision-making - Correlate financial and HR data to design HR metrics, identify causal relationships, analyse trends, develop forecasts and projections, and draw insights and foresights for decision-making - Develop insightful presentation derived from data analytics and HR metrics benchmarking using dashboards or data visualisation tools - Keep abreast of local and global HR trends and developments to provide further benchmarking insights on data analysis outcomes - Derive relevant insights from analysis and recommend enhancements to the organisation’s HR practices taking into consideration the business context and operating environment Relationships and Communication - Manage relationships with people and communicate with impact and empathy so as to carry out the functional role of HR effectively - Plan and execute communication activities using the appropriate channels/ tools for the targeted audience - Develop communication material/ information kits for the HR programmes/ activities to convey desired messages clearly and effectively to the targeted audience - Present and communicate with impact and empathy through clarity in messages, and engaging audience through active listening and inquiry - Demonstrate empathy and respect when handling difficult conversations, dilemmas or paradoxes - Adapt and tailor different styles and preferences when communicating to different audiences or stakeholder groups. - Develop positive working relationships with people through strong inter-personal skills - Establish credibility by gaining confidence of others through a demonstration of business and technical knowledge - Build trust (being a trusted advisor) through assisting key stakeholders in solving people related issues successfully Technology and Operational Excellence - Deliver effective HR services in a cost efficient manner through an optimal and customer-centric service delivery operating model - Review the range of HR services against their corresponding HR service delivery channels critically to identify opportunities for continuous improvement of service quality or costs reduction - Implement and operate various aspects of the HR operating model to deliver HR services as set out in service management framework and in accordance with HR policies - Implement HR transformation programmes to improve the effectiveness of HR service delivery and cost efficiency for the organisation - Adopt a service-oriented mindset and people-centricity in dealing with workforce and business stakeholders Labour Policies and Legislation - Comply with employment laws and regulations that would impact the business and employees of the organisation - Research and apply prevailing labour policies, employment laws and regulations, including but not limited to tripartism, employment laws for foreign nationals, Fair Consideration Framework - Support line managers in drafting and issuing employment contracts, taking into account all relevant statutory terms and benefits - Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, retirement, re-employment and termination guidelines Manage team operations and performance - Translate the long-term objectives for the Human Resources Business Partner function into tactical plans - Manage team resources to ensure adequate staffing and capability levels - Monitor the function's financial inflow and outflow against allocated budgets and forecasts - Set individual objectives, periodically reviewing and assessing performance of direct reports - Provide coaching and advice to junior team members - Assess feasibility of proposals to improve internal workflows - Justify the resources required to support changes in resources, procedures, systems, or technology within the function - Manage internal stakeholders beyond the team and external stakeholders to achieve shared goals

• Flexible benefits with comprehensive medical coverage for self and family
• Training and development opportunities
• Subsidised rates at Ascott serviced residences-
• Strong advocate of staff volunteerism
• Wellness programmes