Responsibilities
Strategic HR Management & HR Business Partnering
Manage Business Planning & HR strategy for the business by understanding the business direction and provide guidance where appropriate. Contribute actively to Business planning sessions and active participation of strategy formulation process. Develop HR plan for a variety of HR matters such as employee relations, industrial relations, union issues and other HR administrative related matters. Analyse trends and metrics for development of solutions. Provide proactive resourcing HR advice and guidance in relation to coaching, counselling, career development, disciplinary actions and mitigation for solution and corrective action from time to time based on Audit, Risk andpliance finding. Develop and managemunication plan and awareness program working closely with HR Strategy & Development team. Act as change agent in managing organizational change where this relates to HR related activities - realignment/reorganization exercise etc.
Industry / Employee Relations
Provide affair and balanced hearing on staff grievance and provide options / solutions where appropriate guided by Bank's policies, as well as provide consultative advisory and act as facilitator to internal stakeholders, collaborating with IR team. Monitor end to end disciplinary process together with IR team.
Remuneration & Systems / Benefit Services
Provide guidance to staff and rewards on appropriate benchmarks tied to productivity towards staffpensation and performance guided by policies & practices. Close collaboration with HR Rewards/C&B team. Involve in the performance management exercise, collaborating with Performance Management team.
Recruitment & Organizational Development
Responsible for theernance of manpower set out by the approved budget and to provide the approved justifications for expectations when required. Establish the business manpower issues and needs and make timely rmendation to address the issues. Work together with Business & Talent Acquisition team in forecasting and planning business headcount requirements in line with the business strategy. Conduct interviews to ensure the right candidate for the position
Learning & Development and Talent management & Succession Planning
Have first-hand knowledge of who are the talents within his / her purview and be responsible to drive together with Learning & Development on the management of talent development. Facilitate the Talent Management and Succession Planning exercise with the respective Division Heads.
Employee Point of Contact
Provide ad-hoc but substantiated feedback to appropriate channels on employee's feedback.
Facilitation ofmunication Initiatives
Work with the relevant subject matter expert for the adoption, implementation andmunication of HR policies, programs and practices. Represent the views of the function in the development and implementation of HR policies and practices.
Change Management
Responsible for identifying issues and work with line managers and relevant subject matter expert, Learning and Development, Org Development on change management interventions resulting from business, policy, people changes, etc. Support change initiatives that affect the business and to advise on the people management aspects.
Team / People Management
Manage and assist Head HRBP in providing full generalist support to business for their respective portfolios. Job ID JR101252
