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Assistant / HR Manager - Business Partner

Job Function

Human Resource (HR)

Job Summary

The HR Operations Support Specialist is responsible for providing HR consulting to the business. He/She liaises with line managers to understand critical requirements project future skills demand and collaborates with hiring managers to prioritize requirements. He/She supports the business leaders to assimilatie new hires into the organisation effectively. He/She guides learning managers to focus on learning programmes to bridge staff capability gaps and build new skills. He/She supports the business in the identification and management of high-potential talent, and the implementation of succession plans. He/She advises on non-monetary benefits options to compensation manager to align it with workforce needs. He/She manages employee issues and supports line managers in exit and retirement processes.
As the main point of contact between HR and the business, he/she is an excellent communicator who aligns interests among various stakeholders to promote a cooperative and collaborative work environment. He/She adopts a service excellence mindset and is passionate about addressing 
organisational and employees' needs and issues.

Job Responsibilities/Key Tasks(External)

Plan HR and workforce strategy and organisation development

•    Assist to develop plan to deploy organisation's workforce to maximise productivity in pursuit of organisational vision, mission, strategy and plans in consultation with stakeholders
•    Collaborate with line managers to project future skills demand and supply
•    Advise line managers on resource planning options
•    Facilitate the redesign of the organisation structure to deliver its vision, mission, strategy and plans in an effective and efficient manner
•    Liaise with employees to evaluate effectiveness of organisation development and change interventions
•    Support senior management to review organisation development and change interventions

Attract talent
•    Recommend sourcing channels to source the right candidates in line with business needs
•    Prioritize critical open positions to be filled in consultation with line managers
•    Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes
•    Advise hiring managers on the principles of fair and unbiased employment selection practices
•    Provide advice to business leaders and managers to position the organisation as an employer of choice to secure candidates
•    Secure involvement of business leaders in the onboarding processes to assimilate new hires effectively
•    Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes

Develop talent
•    Define learning and development needs based on business and staff capability needs
•    Guide employees to refer to career development policy, framework and programmes for career progression in the organisation
•    Guide line managers in their understanding and usage of performance management policy, framework and processes
•    Guide line managers to cascade key performance indicators and performance goals to employees aligned to business requirements
•    Support talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organisation
•    Guide senior management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation
Engage talent
•    Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce
•    Review needs of the workforce to recommend non-monetary benefits options to the Compensation and Benefits manager
•    Provide support to senior management in rolling-out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements
•    Manage labour relations to achieve work harmony and progress towards organisational goals

Job Requirements

  • Proficiency in basic MS Office Applications / Microsoft Power Platform Applications 


Professional Qualifications & Relevant Experience

- Diploma or Degree in HR

- 5 to 8 years of HR experience

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