Assistant Manager (HR Business Partner)

Job Description

Job Function Human Resource (HR) Job Summary The HR Operations Support Specialist is responsible for providing HR consulting to the business. He/She liaises with line managers to understand critical requirements, project future skills demand, and collaborates with hiring managers to prioritize requirements. He/She supports the business leaders to assimilate new hires into the organisation effectively. He/She guides learning managers to focus on learning programmes to bridge staff capability gaps and build new skills. He/She supports the business in the identification and management of high-potential talent and the implementation of succession plans. He/She advises on non-monetary benefits options to the compensation manager to align with workforce needs. He/She manages employee issues and supports line managers in exit and retirement processes.As the main point of contact between HR and the business, he/she is an excellent communicator who aligns interests among various stakeholders to promote a cooperative and collaborative work environment. He/She adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues. Job Responsibilities/Key Tasks (External) Plan HR and workforce strategy and organisation development Assist in developing a plan to deploy the organisation's workforce to maximise productivity in pursuit of organisational vision, mission, strategy, and plans in consultation with stakeholders. Collaborate with line managers to project future skills demand and supply. Advise line managers on resource planning options. Facilitate the redesign of the organisation structure to deliver its vision, mission, strategy, and plans effectively and efficiently. Liaise with employees to evaluate the effectiveness of organisation development and change interventions. Support senior management to review organisation development and change interventions. Attract talent Recommend sourcing channels to source the right candidates in line with business needs. Prioritize critical open positions to be filled in consultation with line managers. Guide hiring managers in the selection of candidates with the right competencies, experience, and culture fit through effective screening and assessment processes. Advise hiring managers on the principles of fair and unbiased employment selection practices. Provide advice to business leaders and managers to position the organisation as an employer of choice to secure candidates. Secure the involvement of business leaders in the onboarding processes to assimilate new hires effectively. Guide onboarding managers to enhance the effectiveness of orientation, induction, and assimilation programmes. Develop talent Define learning and development needs based on business and staff capability needs. Guide employees to refer to career development policy, framework, and programmes for career progression in the organisation. Guide line managers in their understanding and usage of performance management policy, framework, and processes. Guide line managers to cascade key performance indicators and performance goals to employees aligned to business requirements. Support talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organisation. Guide senior management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation. Engage talent Guide line managers in the usage of compensation strategies and programmes to attract, motivate, and retain the workforce. Review the needs of the workforce to recommend non-monetary benefits options to the Compensation and Benefits manager. Provide support to senior management in rolling out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements. Manage labour relations to achieve work harmony and progress towards organisational goals. Job Requirements Proficiency in basic MS Office Applications / Microsoft Power Platform Applications. Professional Qualifications & Relevant Experience Diploma or Degree in HR. 5 to 8 years of HR experience. #J-18808-Ljbffr