Job Purpose :
Develop and provide integrated solutions to designated business function(s) by formulating partnerships across HR expertise teams, serving as a consultant to management on human resource-related issues.
Direct a variety of human resource-related programs to ensure that the current and future human resource requirements are met and that employees are recruited, managed, organized, trained, evaluated and rewarded in accordance with NFL human resource strategy.
Job Responsibilities :
Provide integrated solutions to the designated business function on key HR processes / initiatives consistently and to the required level of quality in line with corporate HR policies.
These include Manpower Planning, Resourcing, Learning, Career Development, Change Programs, Performance Management, Employee Relations, Compensation and Benefits and MT program.
Conduct weekly meetings with respective business units.
Contribute to the development and refinement of the HR strategy of the company in the areas of building Employer Brand, Talent Acquisition, Training and Career Development, Performance Management and Compensation and Benefits.
Responsible for conducting the Job Evaluation process in order to ensure that relevant job holders understand the scope of their role as well as the level at which they are required to operate.
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention based on attrition analysis.
Evaluate the organization's future workforce needs in order to recommend changes to the organization's human resource strategy and adapt existing current human resource programs to meet these needs.
Lead, direct, evaluate and develop a team of human resource professionals to ensure that the organization's human resource strategy is implemented effectively and within established budgets.
Performance & Development
Collaborates with Talent & OD in shaping business talent strategy and agenda and drives its execution.
Contributes to regular reviews of capability requirements and adjustment of talent plans accordingly. Provides guidance and input on business unit restructures, workforce planning and succession planning.
Drive a performance oriented culture through the implementation of the Performance Management Cycle.
Ensure Learning and Development tools are activated at respective level and investment guided appropriately, plus functional Learning and Development agendas are appropriately supported
Identifies training needs for business units and individual executive coaching needs.
Utilizes the recruitment and selection tools to hire the right talent for the right job.
Produce reliable and relevant management information by analyzing sourcing data such as turnover, retention and new hires and suggests appropriate course of action.
Support delivery of the induction / on boarding programs for newly hired or transitioning employees.
Background Requirements :
Education : Minimum Bachelor’s degree (Masters’ preferred)
Experience : 5-8 years of relevant experience (at least 3 years in HRBP role)
Skill Requirements :
Strategic Business Management
Global & Cultural Awareness
Negotiation and Conflict Management