Division Manager
1 week ago
**Roles & Responsibilities**
- Act as a strategic HR advisor and main point of contact for BU heads. Consults with management, provides HR guidance when appropriate.
- Understand GC and BU strategies to develop HR implementation plan for the BUs in alignment with GC’s HR roadmaps and plans.
- Coordinate with BU heads to create understanding on HR policies both HRM and HRD and to obtain each corporate/business function’s needs and requirements regarding HR issues.
- Work closely with the HR COEs and BU heads to deliver fit-for-purpose and forward-looking HR solutions and programs for the business and for talents readiness and happiness.
- Address HR issues raised and acquire feedback to evaluate and improve efficiency and effectiveness of HR implementation and service quality
- Execute organisation redesign, workforce planning according to HR COE standard.
- Coordinate, plan, and ensure fulfilment internal/ external recruitment.
- Initiate, participate and advise BU for performance appraisal/ issues.
- Manage staff development (IDP and BU training master plan), career management and identify talent and successor.
- Works closely with management and employees to improve work relationships, build morale, culture, and increase productivity, engagement, and retention.
- Manage HR activities related to level advancement, appointment, secondment management, direct hire management, merit allocation and year-end ranking process including performance improvement plan.
- Arrange ad-hoc/special knowledge sharing session and specific development program to develop staff competencies.
- Work with line manager on all types of resignation.
**Qualifications**
- Bachelor or Master Degree in human resources, Political Science or Social Science, Business Administration or other related field.
- 8-10 years Human Resources Management, Human Resources Development with proven work experience as an HR Business Partner.
- Good command of English
- Excellent people management skills
- Analytical and goal oriented
- Competencies in positioning the firm to its external environment (strategic positioner)
- Doing organization capability and culture audits (capability builder)
- Could making change happen (change champion)
- Aligning and innovating HR practices (HR integrator)
- Demonstrable experience with HR metrics
- Thorough knowledge of labor legislation
- Full understanding of all HR functions and best practices.
- Business acumen, strategic thinking, problem-solving.
- Interpersonal communication. Could build and maintain strong relationships with several stakeholders (internal/external), and successfully navigate complex challenges.
- Data Literacy, Digital Agility, and People Advocacy.
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