The HR Business Partner acts as
the main interface between the HR function as a whole and the respective
operations team, demonstrating key HR behaviors and values. The HRBP
liaise closely with key stakeholders to work on the implementation,
management and delivery of HR policies, procedures and processes that
support the operations team. The HRBP also contributes with HR heads to
develop HR policies, procedures and processes that meet the operations
team priorities, needs and expectation.
• Build effective working relationships with all stakeholders and external contacts to maximize the effectiveness of the impact of the HR practices on business.
• Devote working time in the respective business-units to support operations team, reinforce the relationship, enhance HR credibility, support a successful implementation of HR practices and strengthen own understanding of the business.
• Discuss and identify manpower needs for the respective business-units by working in close liaison with the operations and the recruitment team.
• Responsible for delivering the Manpower plans for the respective business-units after conducting a quarterly review with operations management and the recruitment team.
• Identify and report L&D needs within the respective business-units by working in close liaison with the operations and the L&D team.
• Work in closely with the governmental affairs business partner and operations team to ensure all operations needs regarding administrative and governmental affairs are delivered promptly, such need include but not limited to renewal of employees’ residency, ID, health permit and passports, as well as requests of employment and salary certificates.
• Manage, analyze and report the employees’ surveying process and ensure that it is completed consistently and on time for all employees of the respective business-units, and make recommendations improve staff retention and engagement as well as measures to reduce staff turnover.
• Conduct exit interviews for leavers, analysis data and report information and recommendations to reduce staff turnover.
• Support & coach operations management to efficiently conduct disciplinary in compliance with the KFG policy and the local labour law.
• Manage grievances and investigations for employees of the respective business-units and escalate issues to HR operations manager when necessary.
• Support operations management of the respective business-units in the annual merit review and the annual bonus scheme process to ensure clear understanding and adherence to KFG guidelines and consistency and smooth delivery of rewards.
Apply Online
• Build effective working relationships with all stakeholders and external contacts to maximize the effectiveness of the impact of the HR practices on business.
• Devote working time in the respective business-units to support operations team, reinforce the relationship, enhance HR credibility, support a successful implementation of HR practices and strengthen own understanding of the business.
• Discuss and identify manpower needs for the respective business-units by working in close liaison with the operations and the recruitment team.
• Responsible for delivering the Manpower plans for the respective business-units after conducting a quarterly review with operations management and the recruitment team.
• Identify and report L&D needs within the respective business-units by working in close liaison with the operations and the L&D team.
• Work in closely with the governmental affairs business partner and operations team to ensure all operations needs regarding administrative and governmental affairs are delivered promptly, such need include but not limited to renewal of employees’ residency, ID, health permit and passports, as well as requests of employment and salary certificates.
• Manage, analyze and report the employees’ surveying process and ensure that it is completed consistently and on time for all employees of the respective business-units, and make recommendations improve staff retention and engagement as well as measures to reduce staff turnover.
• Conduct exit interviews for leavers, analysis data and report information and recommendations to reduce staff turnover.
• Support & coach operations management to efficiently conduct disciplinary in compliance with the KFG policy and the local labour law.
• Manage grievances and investigations for employees of the respective business-units and escalate issues to HR operations manager when necessary.
• Support operations management of the respective business-units in the annual merit review and the annual bonus scheme process to ensure clear understanding and adherence to KFG guidelines and consistency and smooth delivery of rewards.
Apply Online
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