Core job responsibilities:

• Determine the requirements of the business by performing needs assessments to diagnose human capital issue
• Act as a broker between the needs of the business and corporate HR by developing solutions that support the long-range objectives of both
• Establish, build and maintain strong relationships with key HR partners to ensure elements of HR are successfully coordinated to meet business needs
• Proactively identify and address changes in the business landscape that impact human capital issues
• Help the business make the right decision by balancing business strategy and people strategy
• Build the organizational talent pipeline by planning and contributing to key developmental experiences (e.g., leadership, cross-functional, technical, and global perspective)
• Partner to translate Corporate/Affiliate HR strategic initiative into actionable and drive the implementation for the business.
• Ensure HR processes implemented in a full compliance with the legal and regulatory (internal & external) framework. Examples of HR processes include but not limit to HC plans and hiring, performance management, all employment life cycles; disciplines, etc.
• Support business to identify and monitor the organization culture so that it supports the attainment of the company goals and promotes employee satisfaction.

Challenges

• Balancing the need for standardization in HR processes with the needs of an individual business or situation
• Changing business landscape and priorities
• Highly competitive marketplace
• Navigating a highly matrixed organization
• Balancing unique requests from the business with limited HR functional expertise and resources
• Managing expectations of key stakeholders
• Being able to adapt with the fast growth and changes of business requirements.

Work Experience:

Business Experience

• Project management
• Strategy development
• Experience working in a multinational company
• 8+ years of experience in multiorganizational HR support role

 Business Experience recommended in detail:

       Experiences (70%)

• Conduct job evaluations/classifications
• Consult through a major organizational (re)design
• Participate in succession planning activities
• Form specific action plans based on analyzed data
• Work in a major workforce change (e.g., reduction in force, merger/acquisition, sales force realignment)

        Feedback / Relationships (20%)

• Obtain feedback on consulting skills
• Gain a perspective on business from outside of HR
• Evaluation against required competencies

        Training / Education (10%)

• Continuing education in HR
• Grounding in change management philosophy
• Training in organizational design
• Flawless consulting, performance feedback

Critical competencies

HR Strategies

• Develop, design, and deliver strategies that align with and support business functions and are compliant with governing laws and regulations. Translate business strategies into people implications and resulting HR strategies and tactics.

Relationship Management

• Build and maintain collaboration and teamwork across functional areas and other BHR colleagues. Instill confidence, earn trust, and credibility with business leaders by establishing a track record of success.

Business Partnerships

• Utilize analytical approaches to design HR processes, programs, and services that meet future business needs. Challenge and influence business leader's thinking, providing alternative insights of business issues.

Service Management

• Coordinate and project manage delivery of focused, timely, and effective solutions to the business unit.

Core Trait/Behavior Requirement:

• Excellent interpersonal skills
• Good at strategic planning
• Capable of timely and fast, accurate deliverables
• Strong at adaptability
• Good at change management