Job Responsibilities Highlights For HR Business Partner
•    Consulting with department heads for aligning human capital initiative with business objectives, providing required HR guidance and support on HR-related issues.
•    Collaborate with HoD to identify and address workforce needs, such as talent acquisition, employee engagement and retention.
•    Manage employee relations issues, such as resolving, investigation and managing grievances. 
•    Support business transformation projects and initiatives as required.
•    Conduct and provide insight to the business on HR related such as engagement, retention and headcount.
•    Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
•    Talent Management: To develop and execute initiatives for hiring and retaining talent, developing employee skills and building strong team.
•    Change management: To support and manage change initiatives to ensure a successful transformation and sustained adoption including employee communications, training and so on.
•    Identify training needs for teams and individuals.

Highlights of KPIs and expectations for department 

1. Employee Engagement and Retention: This KPI measures the HRBP’s effectiveness in developing strategies that maintain high levels of employee engagement, satisfaction, and retention.
2. Talent Acquisition: This KPI measures the effectiveness of the HRBP in attracting top talent to the organization. The HRBP must be able to develop and deploy recruitment strategies that are effective in hiring the right candidates for the right roles.
3. Employee Development and Training: This KPI measures the HRBP’s efforts towards promoting continuous learning and development across the organization. The HRBP must develop and deploy training programs that help employees acquire new skills and knowledge that are critical to their roles.
4. Workforce Planning and Succession Management: To measure the HRBP’s effectiveness in developing a strategic workforce plan that ensures that the organization has the right talent in the right roles at the right time. And able to identify high-potential employees and develop succession plans to ensure continuity in leadership and critical roles.
5. HR Customer Satisfaction: This KPI measures the satisfaction level of internal customers (managers and employees) with HR services provided by the HRBP. This includes delivery of HR services and support, the accuracy and timeliness of HR related information and the level of consistency in decision making.

• Bachelor’s degree in any discipline (preferred certificates/diplomas in HR, Business or Management preferred).
• Minimum 5 years of experience resolving complex employee relations issues (experience working in financial section would be considered as a preference.)
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and labor law
• Excellent verbal and written communication skills, interpersonal and customer service skills.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, and policies.
• Strong analytical, problem-solving skills and time management skills in meeting deadlines
• Proficient with Microsoft Office Suite and any HR software.