Country/local HRbp

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In this capacity as business partner role, a local senior HR Business Partner (HRBP) for PGGI and PGGA
And additional capacity country HR will be accountable to share the people related legislation updates with the respective functions in order to ensure local people processes compliance.
The main reporting line for dominant HR role within business and to Country MD.
This role is based in Thailand.

**Responsibilities**:

- Fulfills fiduciary people duties on behalf of the local legal entity and the respective Business Lines. As such ensures, that the people practices / policies in the country are in line with e.g. local labor law / collective bargaining agreements or other statutory requirements set by third parties.
- Ensures strong labor and key stakeholder relationships internally and externally within the country labor market. The Country HR Manager/ Country HRBP tasks may include also the country labor relations tasks, when due by law and the tasks are not covered by other roles. In addition, may represent PG Joint Venture in the cross-business topics in the union negotiations if needed.
- Actively manages partnerships and external stakeholders within the sphere of HR, whenever of significant importance for several local businesses and not owned by the other relevant HR Function, e.g. may represent PG Joint Venture and/or its employee brand locally for external stakeholders including representation in employer associations and universities.
- Ensures a seamless communication of cross-business relevant country specific people measures to line managers and employees, especially focusing on fiduciary tasks or tasks agreed together with other HR stakeholders for the Country HR to manage locally.
- Supports and promotes cross unit talent activities to ensure strong talent pipeline in the country.
- Supporting and influencing in formulating and rolling out employee friendly people processes and policies, together with the other HR stakeholders, especially where local statutory aspects need to be highlighted.
- Strategy Alignment Implement HR priorities in the organization in line with group/ global division / global BU / global function and people strategy, covering culture, people, and organization utilizing the existing HR solution portfolio or ensuring to provide new solutions where appropriate.
- Orchestrate the HR organization to support and deliver on the defined priorities.
- HR Solutions Partner with managers and employees in the relevant location to understand current issues that can be supported or resolved through HR practices, processes, or policies.
- Counsel Managers and employees on the most effective solutions to resolve issues.
- Acts as consultant, sparring partner, coach, and facilitator to business leaders.
- HR Process Implementation Oversee implementation of HR processes at the location, ensuring compliance
- with Group policy and guidelines. Provides feedback and inputs on relevant local statutory or regulatory requirements into the development and implementation of new or improved processes/products/services.Performance Management Support manager and HRBP to implement and follow up performance management activities on the site, including poor performance improvement, PDA discussion, training need identification, termination, and etc.
- Support the implementation of group and global recognition program.
- Integrated Talent Works closely with Talent Partners to ensure a healthy and sustainable talent pipeline in the organization considering internal Talent pool and external market.
- Drives and executes all talent processes with Business Leaders e.g. identification and succession planning on business critical positions, diversity and inclusion and owns the talent outcomes.
- Where appropriate is directly involved in the recruitment of peer level positions. Assess risks and coordinate actions to mitigate risks.
- Learning & Development Partner with business leaders to understand and identify learning requirements for both individuals and critical populations at a local level. Collaborates with Learning Partners to decide appropriate learning strategies
- and commission design and execution of customized programs to meet the needs identified.
- Measures and evaluates effectiveness of learning solutions to demonstrate business impact.
- Retention and Engagement Monitors employee turnover data and put measures in place to support
- achievement of optimal levels of attrition across the site.
- Assess employee engagement and morale and take actions to address