Human Resource Business Partner (HRBP) Manager

1. Strategic HR Planning: Collaborate with senior management to develop and implement HR strategies that support business goals and objectives. Analyse workforce trends and data to identify areas for improvement and drive proactive solutions. 2. Talent Acquisition and Management: Partner with hiring managers to develop recruitment strategies and attract top talent. Conduct interviews, assess candidates, and facilitate the selection process. Develop and implement onboarding programs to ensure a smooth transition for new hires. 3. Compensation and Benefits: Manage compensation and benefits programs, including salary benchmarking, bonus structures, and employee benefits packages. Ensure compliance with relevant regulations and market competitiveness to attract and retain talent. Provide guidance to employees on compensation and benefits-related inquiries and issues. 4. Employee Relations: Serve as a point of contact for employee relations issues, providing guidance and support to managers and employees. Investigate employee complaints and concerns, and recommend appropriate resolutions. Promote a positive work culture and foster effective communication across the organisation. 5. Performance Management: Develop and implement performance management processes, including goal setting, feedback, and performance evaluations. Provide coaching and support to managers on performance management best practices. 6. Learning and Development: Identify training and development needs within the organisation and develop programs to address them. Facilitate training sessions and workshops on various HR-related topics. 7. HR Shared Services (HRSS): Oversee HRSS functions, including payroll administration, HRIS management, and employee data maintenance. Ensure timely and accurate processing of HR transactions and inquiries. Continuously improve HRSS processes and systems to enhance efficiency and effectiveness. 8. Talent Management: Develop talent management strategies to identify and nurture high-potential employees. Implement succession planning initiatives to build a pipeline of future leaders within the organisation. Collaborate with managers to create career development plans and opportunities for employees. 9. Industrial Relations/Employee Relations (IR/ER): Manage relationships with labour unions (if applicable) and ensure compliance with collective bargaining agreements. Handle employee grievances, disputes, and disciplinary actions in accordance with company policies and relevant regulations. Promote positive labour relations and minimise the risk of industrial disputes. 10. Compliance and Audit: Ensure compliance with all applicable labour laws, regulations, and company policies. Conduct internal audits to assess HR processes and practices and identify areas for improvement. Prepare for and participate in external audits as required. Bachelor's degree/ Master's degree in Human Resources, Business Administration, or a related field. Proven 3 to 4 years of similar HRBP or HR experience preferable in the manufacturing industry with strong understanding of HR principles, practices, and employment laws. Excellent interpersonal and communication skills, with the ability to build rapport and influence at all levels of the organisation. Proven experience in talent acquisition, employee relations, performance management, and learning and development. Demonstrated ability to drive HR initiatives and projects from conception to implementation. Proficiency in HRIS systems and MS Office applications. HR certification (e.g., SHRM-CP, PHR) is an added advantage.