SAVILLS 3.8 ★

Mô tả Công việc
HRBP hold important role in partnership with business leaders driving for common business objectives. HRBP engage with the team to have deep dive understanding of business nature, challenges, and goals, from that provide strategic talent solutions and HR related services, including headcount planning and organization structure, talent acquisition, employee management and development, performance management, compensation and benefits, organizational development, culture enforcement, employee engagement and employee enablement enhancement. HRBP accompany with employees during their whole employment journey, providing consultancy and support when and as needed, such as career path and development, change management, understand, and adapt with company culture, compliance enforcement.
1. Consulting leadership about HR matters
Working with business leaders to solve significant people and cultural issues.
Conduct weekly or bi-weekly meetings with business leaders and provide HR expertise where necessary in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, retention.
Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
Provide guidance on the creation and implementation of HR processes and policies.
2. Building a competitive organization
Partnering with stakeholders on conducting day-to-day performance management guidance to line managers (for example mentoring, coaching, workforce planning, succession planning, performance improvement, hi-potential employee development)
Enabling business change on supporting the talent aspects of organization structure changes
Optimize organizational design to increase productivity and improve the business performance.
HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.)
Assist in policy/process drafting on various HR fields and as needed.
Assist in deploying and following up the key HR processes including performance management (objectives setting, mid-year assessment, year-end appraisal, salary review)
Be instrumental in the development and implementation of HR initiatives to make our organization a better place to work, to motivate our teams and spread our culture.
3. Being a company culture and employee experience champion
Help build and maintain a strong organizational culture, as well as continuously improving the employee experience by:
Provide advice and suggestions for culture-related initiatives, such as cultural strengthening and transformation.
Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.
Work together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unexpected turnover.
Working with business leaders to solve significant people and cultural issues.
Conduct weekly or bi-weekly meetings with business leaders and provide HR expertise where necessary in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, retention.
Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
Provide guidance on the creation and implementation of HR processes and policies.
Partnering with stakeholders on conducting day-to-day performance management guidance to line managers (for example mentoring, coaching, workforce planning, succession planning, performance improvement, hi-potential employee development)
Enabling business change on supporting the talent aspects of organization structure changes
Optimize organizational design to increase productivity and improve the business performance.
HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.)
Assist in policy/process drafting on various HR fields and as needed.
Assist in deploying and following up the key HR processes including performance management (objectives setting, mid-year assessment, year-end appraisal, salary review)
Be instrumental in the development and implementation of HR initiatives to make our organization a better place to work, to motivate our teams and spread our culture.
Help build and maintain a strong organizational culture, as well as continuously improving the employee experience by:
Provide advice and suggestions for culture-related initiatives, such as cultural strengthening and transformation.
Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.
Work together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unexpected turnover.