HR Business Partner, Principal

AIA Malaysia, Kuala Lumpur, Federal Territory of Kuala Lumpur, Malaysia

About The Role

The position is responsible to provide leadership and guidance on people practices to assigned departments on people-related matters, such as manpower planning & management, resourcing, performance management, rewards and talent management, in meeting AIA's business goals. This includes developing and implementing key strategies and actions as well as planning, directing and organizing people related activities.

Roles And Responsibilities

• HR Business Services / Employee Relations – Work closely with department heads and stakeholders in anticipating, understanding and addressing their needs and concerns. Provide advice on HR issues to line departments on redeployment, staff disciplinary action, staff grievance issues.
• Manage staff enquiries efficiently and effectively.
• Provide the necessary Industrial Relations (IR) advisory and guidance to Line Managers and ensure all IR issues are handled and resolved in a timely manner in accordance with local policies / regulations.
• Conduct exit interviews and manage the exit process.
• Review and manage contract renewal issues.
• Manpower Planning and Resourcing – Manage the yearly manpower budgeting process for all departments against the overall department and corporate strategic plans. Drive the overall manpower planning process that supports the growth, changes and needs of the business. Provide advice on the justification for manpower required and ensure proper approvals have been obtained on headcount requests. Develop pro-active resourcing strategies and programs to attract, develop and retain talents and enhance their competencies. Formalize job descriptions and specifications. Manage resourcing process including selection of resourcing channels, screening of candidates, selection interviews and preparation of compensation package. Identify and manage reasons for staff turnover.
• Rewards Reviews & Administration – Collaborate with COE team on annual merit / promotion review exercise, off-cycle promotion review and benefits review & administration.
• Performance Management – Coach line managers to manage and execute the corporate performance management cycle. Partner with line managers to manage non-performers using the Performance Improvement Plan (PIP).
• Talent Management – Collaborate with COE team to develop and implement strategies, systems and processes to identify, nurture and reward high potentials. Manage organization design and operating model for the business at senior management levels to support business needs.

Minimum Job Requirements

You must provide all requested information, including Personal Data, to be considered for this career opportunity. Failure to provide such information may influence the processing and outcome of your application. You are responsible for ensuring that the information you submit is accurate and up-to-date.

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