SENIOR MANAGER, HR BUSINESS PARTNERING (NAM CLS) - REMOTE

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. Leading a team of HR practitioners for the full spectrum of HR needs (employee and labor relations, employee communications, talent acquisition, rewards, workforce planning, safety processes and employment documentation), the role will provide day-to-day human resources support and counsel to the key stakeholders in the region. 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.
 

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.

- Lead HR teams to become the Employer of Choice.

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.

- Ensure compliance to regulatory for separated employees.

- Review turnover rates for the region and have clear action plans to manage

turnover.

Total Rewards & Payroll Governance

- In liaison with Global Rewards, evaluate and advise on employee promotions,

salary adjustment requests.

- Ensure approvals are received for any ad-hoc requests from the business such as salary increases, staff retention.

- 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.

- Oversee the payroll function in the region; conduct regular payroll audits to

ensure all payouts to employees are processed timely and accurately; ensure

contingency plans are in placed; step in and facilitate activation of contingency

plans.

- Standardize and streamline payroll systems and processes in the region.

- 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

- Ensure the HR compliance to regulatory (external) and company's SOPs

(internal) and audits.

- Review existing processes, makes changes and set up new processes where

required.

- Actively involved in the audit processes, support HR teams to ensure all open

items are closed out timely and non-compliances are rectified.

- 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 employees 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.