HR Business Partner

5 days ago

กรงเทพมหานคร, Thailand Kimberly-Clark Full time

**HR Business Partner**

**Your Job**

You’re not the person who will settle for just any role. Neither are we. Because we’re out to create Better Care for a Better World, and that takes a certain kind of person and teams who care about making a difference. Here, you’ll bring your professional expertise, talent, and drive to building and managing our portfolio of iconic, ground-breaking brands.

In your HR Business Partner role, you’ll help us deliver better care for billions of people around the world. It starts with YOU.

**Role Overview & Primary Accountabilities**:
**1] **Strategic Positioner**

**HR Consulting**
- Manages multiple HR projects and diverse consulting relationships.
- Evaluates HR solutions provided to leadership team and advises on further improvement plans.
- Delegates line leadership team support quickly and effectively for HR issues.
- Consults with leaders on a wide range of HR issues.

**Relationship Management**
- Maintain productive, long-term relationships with leadership team
- Conducts periodic reviews of work effort, progress, issues, and successes.
- Creates opportunities based on business unit priorities.
- Communicates to leadership team regarding expectations of all parties.
- Establish collaborative, close alignment of people strategy amongst business functions.

**Business Acumen**
- Demonstrates strong foundation of business fundamentals, measurement, and business finance.
- Explains advantages and risks of using business simulations for critical business decisions.
- Demonstrates a big picture understanding of the business, its interrelationships, and priorities.
- Designs the organization's planning processes and decision-making channels.
- Work with leadership team to develops relevant business cases.

**2] Capability Builder**

**Employee Relations**
- Monitors employee relations benchmark such as engagement, retention and turnover.
- Evaluates and updates practice for employee grievances, performance or disciplinary actions
- Advises on employment rights when dealing with employee relations issues.
- Consults leadership team on effective employee relations practices and strategies.
- Plays a leadership role in delivery the full spectrum of employee relations functions.
- Close collaboration with legal employment COE

**Talent Management**
- Lead, develop and execute talent development agenda with the partnership of Talent Partner to drive development of internal talent pipeline through talent review & succession planning with talent partner support.
- Evaluates all talent initiatives and ensures smooth processes for talent management programs.
- Alignment with Regional Talent Team on executional strategy and initiatives.

**Compensation Management**
- Oversees the implementation of compensation programs within the organization.
- Advises the leadership team on compensation issues, such as pay structure.
- Alignment with Regional C&B Team on executional Strategy and initiatives.

**3] Change Champion**

**Organizational Change Management**
- Plans, implements, and manages change in a variety of significant settings.
- Translates the desired organizational traits to tactical steps and procedures.
- Communicates impact of changes.
- Works with team to identify and remove obstacles to change.
- Monitors effectiveness of the change effort including extent of acceptance.
- Evaluates impact of changes outside across the organization.

**Decision making and Critical Thinking**
- Uses effective decision-making approaches such as consultative, command, or consensus.
- Leverages experience in analyzing relevant data and assessing implications of alternatives.
- Identifies decision options and points and predicts their potential impact.
- Evaluates past decisions for insights to improve decision-making process.
- Makes sure assumptions and received wisdom are objectively analyzed in decisions.

**4] Technology Proponent**

**Analytical Thinking**
- Identifies many possible causes for a problem based on prior experience and current research.
- Quantifies the costs, benefits, risks and chances for success before recommending a course of action.
- Seeks discrepancies and inconsistencies in available information; explains variances.
- Organizes and prioritizes the sequence of steps to be taken to remedy the situation.
- Approaches a complex problem by breaking it down into its component parts.
- Credible Activist

**HR Policies, Standards and Procedures**
- Monitors organizational compliance of HR policies, standards and procedures.
- Advises on existing and evolving standards and procedures and their impact on HR operations.
- Evaluates the impact of standards and policies across functional specialties.
- Manages change and helps organization adjust to unforeseen HR issues that arise.
- Collaborates with other functions in establishing and documenting joint standards.
- Directs the development of organizational policies and practices.

**HR Legal and Regulatory Environmen

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