HR Executive

This is a hands-on role. Work arrangement: Hybrid, 3 days/week onsite.

Collaborating with senior stakeholders, the HR Business Partner encompasses driving talent strategies to foster talent development, including talent identification, curating training program, succession planning and maintain an adept and motivated talent pool/pipeline aligned with business objectives.

You will oversee analytics, systems, processes, HR projects with focus in Talent Management.

Ideally highly proficient in HR data analytics and data visualization, you will support data-driven decision-making, presenting actionable insights across various levels.

You should be *hands-on* and comfortable supporting various HR functions as required for process improvement and transformation initiatives. Additionally, you will work closely with the Business Unit and facilitate training and bring creative ideas to enhance employee engagement.

Role & Responsibilities

Strategic HR:

• Provide HR guidance and support to business/stakeholders on matters concerning employees, organisational operations and talent management.
• Execute and oversee HR projects, systems, and processes to match business requirements and objectives.
• Ensure compliance with relevant labour policies, employment laws, and legislations.

Talent Identification and Assessment:

• Conduct talent assessments to identify high-potential employees and emerging leaders.
• Collaborate with senior stakeholders to identify critical skills and competencies required for various roles.
• Develop and maintain talent profiles and succession plans for key positions.
• Coordinate training logistics, including scheduling, venue selection, and materials preparation.
• Evaluate training effectiveness through feedback analysis and performance metrics.
• Create and build e-learning content to enhance training initiatives.

Career Development and Succession Planning:

• Facilitate career development discussions between employees and managers to identify growth opportunities.
• Develop career paths and succession plans for key positions to ensure continuity and readiness for future leadership roles.
• Provide guidance and support to employees in setting and achieving their career goals.

Employee Engagement and Retention:

• Work with business unit to implement initiatives to enhance employee engagement and satisfaction, such as recognition programs and feedback mechanisms.
• Conduct exit interviews to identify reasons for employee turnover and recommend retention strategies.

Performance Management Support:

• Support performance management processes, including consolidating performance reviews, and feedback mechanisms.
• Provide training and support to managers and employees on performance management best practices.

Data Analytics and Strategic Reporting:

• Utilise advanced data analytics techniques to gather and dissect data pertaining to HR metrics to facilitate informed decision-making processes.
• Generate comprehensive reports tailored for presentation to senior stakeholders and management.

Compliance and Best Practices:

• Ensure compliance with relevant labour laws, regulations, and organisational policies in all HR and talent management activities.
• Stay updated on industry best practices and trends in HR, talent management, and training.

Qualifications:

• Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
• At least 7 years of relevant experience in HR, including 2 years in a business partner role with demonstrated emphasis on utilising data analytics to support decision-making.
• Comprehensive knowledge of HR functions, covering compensation & benefits, employee relations and engagement, performance management, talent management, internship, and scholarship management.
• Understanding of relevant labour policies, employment laws, and legislation.
• Proficiency in MS Office suite applications, including MS Excel, MS Word, MS PowerPoint, and HR/TM systems.
• Excellent communication, interpersonal, and influencing abilities.
• Strong proficiency in analytical thinking, problem-solving, and decision-making.
• Capacity to think innovatively and outside conventional boundaries.
• Proven track record of effective independent and collaborative work with diverse stakeholders.
• Possesses high standards of professionalism, integrity, and confidentiality.
• Strong organisational and time management skills, adept at multitasking and prioritisation.
• Strong adaptability to change and openness to new technologies and processes.
• Proactive and resourceful team player with meticulous attention to detail.
• Possesses digital acumen and data savviness.
• Ability to handle sensitive and confidential information discreetly.
• Mature temperament, demonstrates initiative, independence, and a robust sense of responsibility.
• Thrives in dynamic environments and uncertain situations.
• Strong interpersonal, communication, and coaching skills.
• Empathetic and people-oriented nature.

Desirable Personal Traits

Analytical: The ability to approach problems logically and analytically, especially in interpreting HR metrics and analytics.

Innovative: Capacity to think creatively and outside conventional boundaries to address HR challenges.

Proactive: Taking initiative and being proactive in driving data-driven HR initiatives forward.

High standards of professionalism, integrity, and confidentiality: Demonstrates ethical behaviour and maintains confidentiality in handling sensitive HR data.

Strong organizational and time management skills: Ability to effectively manage multiple tasks and prioritize workload.

Adaptable to change: Open and adaptable to new technologies, processes, and changing business needs.

Resourceful: Proactive and resourceful in finding solutions to HR challenges.

Empathetic and people-oriented: Empathetic and understanding towards others, especially in driving employee engagement and development initiatives.

Strong interpersonal and communication skills: Ability to effectively communicate complex data findings to diverse stakeholders.

Independence and responsible: Demonstrates initiative and independence in decision-making, along with a strong sense of responsibility for HR (transformation)initiatives.