Senior Manager, HR Business Partnering of CPI Talent and Culture (NAM) - Remote

Overview:

This is a business-facing role and heavily execution-oriented reporting through the Director, Regional HRBP and dotted line to the Operations RVP.

This role will manage the CPI, Talent, and Culture within the U.S. regions of APLL. This role will ensure clear and effective communication at all levels of management and formulate HR operational excellence across the organization to deliver value added service to management and employees that reflect the business objectives of the organization. Acting as an employee champion and change agent for the region, the individual will implement change processes and large-scale interventions that support rapid change and ensure that human financial and information resources are aligned. The incumbent will inspire a performance driven culture and, importantly, continually seek innovative ways to improve effectiveness and efficiency of the HR function and its application across all units and functions and geographical region of the organization.

Responsibilities:

Strategies & Business Partnering

• Support the Director in reviewing different areas, changes to HR landscapes, economies and workforce labor markets; provide suggestions and work closely with the business on the HR impact to the business. 
• Work with different stakeholders throughout the employee lifecycle, identify the business requirements and review HR's support to the business.

Talent Management, Workforce & Succession Planning

• Conduct regular meetings with business in reviewing all the people issues in the region managed; proactively understand current/future manpower needs and share market manpower information and trend.
• Partner with business to craft robust succession plans for business-critical roles. 
• Define agenda and action plans of HR transformation journey, and act as a role model in leading country HRBP team to be a change agent, disseminate and execute the action items.
• Oversee the HR teams in implementing both short-term and long-term plans that aligns with business strategies and growth.
• Provide guidance to HR teams in terms of talent management, workforce and succession planning.
• Review turnover rates for the region and have clear action plans to manage turnover.

Recruitment & Onboarding

• In conjunction with the talent acquisition team, oversee the recruitments and onboarding in the regions and ensure alignment to business plans.
• Support HR teams in recruitment to ensure business needs are met.
• Evaluate the talent acquisition process frequently for continuous improvement.
• Review on/off-boarding processes in the region and streamline it such as encourage continuous engagement with new hires once they are identified (i.e. pre-onboarding).
• Develop action plans with HR teams for post-surveys of on/off-boarding processes.
• Work closely with OD team to plan, design and execute employer branding activities.

Total Rewards & Payroll Governance

• Work closely with Global Rewards to roll out annual compensation review, payment of allowances at country level etc.
• Work with various stakeholders for other ad-hoc projects such as mass retrenchment exercises, mass hiring at new office/site locations etc.
• Conduct service review meetings with vendors.
• Lead HR teams in annual local employee benefit programs review to ensure our benefit provision is at market level or comparable.

Regulatory & Compliance Management

• Review existing processes, makes changes and set up new processes where required.
• Partake in the internal peer audit initiatives; plan the internal audit schedules and ensure implementation; ensure issues highlighted are resolved before these are picked up by auditors.

Employee Engagement

• Lead the implementation of the employees engagement, experiences and initiatives in the region.
• Champion initiatives such as participating in Employer of Choice in different markets, encouraging employee engagement surveys, managing the action plans etc.
• Work closely with OD team on communications dissemination to employees; anticipate possible feedback and issues raised by employees.
• Provide inputs to L&D team in the training program design, delivery and post-training evaluation.

Performance Management

• Support business in terms of performance management from goals setting to performance management tools.
• Embed the use of performance management tools within the business.
• Track, manage and analyze data to identify patterns of underperformers at regional level and introduce interventions early as required.

Fin