Human Resources Business Partner (Logistics+)

As the main point of contact between HR and the business, the HR Business Partner is an excellent communicator who aligns interests among various stakeholders to achieve business goals. Adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

Job Descriptions

• Providing support for Recruitment team by liaising and coordinating with line managers on the ground
• Prioritize critical open positions to be filled in consultation with line managers
• Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes
• Advise hiring managers on the principles of fair and unbiased employment selection practices
• Recommend sourcing channels to source the right candidates in line with business needs
• Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes
• Provide support to management in rolling‑out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements
• Review needs of the workforce to recommend non‑monetary benefits options to the Comp and Ben team
• Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce
• Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, re‑employment and termination guidelines.
• Research and apply prevailing labour policies, employment laws and regulations, including but not limited to employment laws for foreign nationals, fair termination, etc
• Engage management to support organisation development and change interventions
• Collaborate with line managers to project future skills demand and supply
• Liaise with employees to evaluate effectiveness of organisation development and change interventions
• Advise line managers on resource planning options
• Facilitate the redesign of the organisation structure to achieve business outcomes
• Develop plan to deploy organisation's workforce to maximise productivity
• Guide management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation
• Facilitate talent review sessions with line managers to identify and manage high‑performing individuals for mission‑critical roles within the organisation
• Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements
• Guide line managers in their understanding and usage of performance management policy, framework and processes
• Coach employees to refer to career development policy, framework and programmes for career progression in the organisation
• Define learning and development needs based on business and staff capability needs
• Analyse financial and HR data to create insights and foresights to guide decision‑making.
• Keep abreast of local HR trends and developments to provide further benchmarking insights on data analysis outcomes.
• Resolve data availability and data quality challenges with data cleansing techniques
• Recommend alternate strategies to prevent redundancies in the organisation
• Provide advice to line managers on managing voluntary employee exits to ensure employee leaves with a positive association with the organisation
• Coach line managers to manage involuntary exits due to redundancy or other reasons
• Conduct exit interviews to gather feedback for better employee retention
• Set individual objectives, periodically reviewing and assessing performance of direct reports
• Provide coaching and advice to junior team members (more operational work in nature)
• Manage internal stakeholders beyond the team and external stakeholders to achieve shared goals

Requirements

#J-18808-Ljbffr