Organization Effectiveness – Drive efficiency through the HR Operating Model to provide HR support to plant/function directly, interfacing and work closely with Plant leaders, HRSS, and CoEs. to provide most effective and efficient service to all employees
Business Leadership – Partner with the Plant leadership teams in identifying organizational needs, risks and assist in driving change management. Establish short- and long-term goals to drive business success, provide leadership to the business while maintaining strategic alignment of the people agenda with the business strategy, and ensure employee advocacy.
Data accuracy – Make sure accurate employee data and continuously and maintain up to date. Drive the HR reports standardization and simplification through AI tools
Detailed job contents
Organizational Capability Development: Challenge the organizational structure of the business and propose changes, identify gaps, propose and implement changes necessary to cover risks
Org & Talent review and Optimization
Succession plan and implementation, key talent retention plan
Process Optimization
Internal/ External audit
Annual budget / Monthly budget review
Regional activities
Company and HR policy consulting and culture deployment
Performance review, PIP/ IDP
Employee Relation: To conduct employee communication, coaching and leading to management on problem employee treatment, minimize labor dispute potential by professional HR service and guidance providing.
Employee care activities
Local government relation buildup/maintain;
Long term medical leave; Prolong no pay leave management; Discipline case investigation/record follow up; Sue cases; Involuntary separation etc.
Manage various employees communication channel (Skip level meeting, New hire meeting, plant all employee meeting, etc)
Employee engagement survey if necessary, propose appropriate actions and ensure smoothly be executed.
Staffing: Workforce planning, recruitment needs analysis, plan and follow , people placement or movement , turnover analysis to ensure human resources avaibility in business
Staffing headcount review and forecast per business requirement
Market analysis
HRBP Interviewing
Own Internal transfer process
Involve in offering process
Probation performance review
Exit dialogue
Attrition analysis / action plan
Training: plant skill matrix, training matrix , training needs analysis, plan and follow up to ensure the resources effectiveness & quantification in plant business
Hourly employees skills training & Certification system maintain
Hourly employees training matrix
Special skills / government required skills (Electricity , follift) certificate renewal
Training needs identify, Training delivery, Training evaluation
Training budget plan and review
Collaborate with regional learning team on various training programs for professional employees (office employees)
Rewards & Wellbeing: Job evaluation, incentive plan, salary review, reward & wellbeing to support business in people retention, motivation and administration
Annual merit / gate review/ special adjustment
Local market analysis if necessary
Benefits review
OT management/ analysis
Comprehensive working hrs application
Hourly monthly incentive criteria setup/review/update
DCA/DSO
Other C&B related programs (retention program, special award)
Wellbeing program promotion and implementation
FORMAL EDUCATION
Required
Bachelor’s degree, major in HR or management related
KNOWLEDGE & EXPERIENCE
Required
Over 5 years HRBP experience, solid knowledge in HR modules;
Understanding the matrix organization and good at prioritizing works
Ability to meet challenging milestones within time, cost and quality constraints
Ability to work efficiently and deliver pragmatic and high-quality outcomes
Be good team players
Be driven and resilient to overcome challenges or setbacks to achieve the goals
Communicate with impact in an open, honest, consistent and clear manner
Preferred
MNCs working experience;
