HR Manager - Business Partner - Bac Ninh Plant

The Role:
HRM - BP is responsible for ensuring HR practices including company policies and regulations are properly undertaken at the functional/location level, acting as company’s representative at the location and ensuring all daily HR activities are in line with guidance and service level agreement (SLA). The position also provides technical expertise and advice/solutions/interventions to the local management team and his/ her Direct Reports on identifying and solving HR related issues.

Responsibilities:
1. Building Talent supply
- Assesses the current and future resource and talent levels, to determine short-medium term strengths, gaps and needs.
- Uses analytical and experiential data to have an understanding of individual talent’s performance and potential
- Drives headcount planning, org structure design/changes at location/functional level to continue improving productivity and efficiency
- Fulfills and ensures enough resources right time and right place.
- Analyses/diagnoses staffing report and TO report to generate insights and come up with solutions - in coordination with TA team
- Partners with TA team to ensure Talent mapping for better talent pool management
- Performs as representatives for EVP activities at function/location, including fresh talent program
2. Learning & Capability Development
- Performs training needs analysis/ profile in respective location/function to build up holistic capability building plan
- Provides insight on prioritization of learning and capability needs to improve performance
- Takes accountability for and ensures smooth delivery of PMP process (Objectives setting, Mid year/Year end review, and quality of calibration…)
- Ensures employee orientation/induction at location being delivered OTIF with high quality, in coordination with TD team
- Be facilitator in orientation and other training courses as nominated/aligned with TD team
- Takes accountability for fresh talent program rotation/development plan
- Leads Talent review & succession planning periodically to have timely and proper action, interventions to retain/develop/accelerate and manage talents. Supports managers in activating stretching but realistic career & development plans for all. Offers advice and challenge to the plans.
3. General administration & Total Rewards
- Manages the communication and implementation of performance and reward processes and policies
- Challenges Org Leaders to make appropriate recognition and reward decisions
- Diagnoses and addresses job level, performance and reward issues and opportunities and makes recommendations to business and HRLT for structural change or adjustments to market positioning.
- Supports HR leaders to roll out existing programmes to the business and manage changes to ongoing programmes
- Builds networks with Expertise team and externally to understand current trends and innovations
- Looks for ways to continually improve employees’ understanding of their overall reward package.
- Ensures individual reward issues are tailored to meet the needs of the organization & the individual (e.g. new hire remuneration, transfers, retention)..
- Monitors and addresses legal compliance issues to by ensuring that the organization complies with local and national laws (for e.g. recruitment, diversity, data protection, employee contracts)
- Ensures policies, practices and processes are flawlessly executed and in full compliance with both local and Company regulatory standards
- Takes champion role of Employee & Industrial Relations (ER/IR) to the business (knowledge of legislative and consequent impact on the organization, relationships with works council/ unions, government/regulatory bodies, community, etc
- Advise GA team where needed to solve all issues/matters relating to location office facilities
4. Insights/strategy and solutions
- Builds a picture of what’s happening in the organization and externally in order to spot opportunities and patterns within organization and uses these to develop new actionable, insights. Shares and discusses with HR Director - BP.
- Works closely with expertise teams and external specialists to keep ahead of emerging trends, ideas and innovations. - Uses knowledge of emerging trends to build innovative HR solutions to respond to short term challenges and leads the HR advisors to create solutions that deliver value in line with the business and HR plans.
- Actively participates in meetings in order to report on HR priority progress and emerging business needs.
- Manages and evaluates the efficient delivery of HR programmes and projects within the organization
- Training and coaching managers in delivery and dealing with concerns raised by employees.
- Articulates HR priorities at all levels: Metrics, business updates, emerging business needs or share best practice.
- Builds capability of managers to anticipate and pre-empt organization issues
- Uses external insights when partnering with the business to develop appropriate solutions to issues.
- Leverages innovation in technology across their HR solutions and understands how this can impact on business growth
- Identifies external best practices in HR and leverages these in solution development
5. Organizational Development
Team and Individual Effectiveness
- Develops and applies tools to assess needs related to organization development, uses diverse interventions in a joined up programme to address these
- Influences and challenges managers re: how to improve performance based on analysis of data relating to culture, values, environment, team effectiveness and change readiness
- Develops a business case for these interventions, based on sound data and insight, including impact of plan and risk
- Uses diagnostic tools to assess the organization's capabilities (such as personality assessment, team diagnostic tools, employee satisfaction tools, cultural assessments, visioning and organizational effectiveness diagnostics and so on) and uses insights to feed into global/functional strategy.
- Continues the journey of embedding the organizational values and behaviours into the organization.
- Designs and facilitates team building, culture building and change acceleration events based on diagnostic data and the needs of the business creating an environment where individuals and teams reach their potential. Manages third party providers when required. Collaborates with stakeholders to implement these interventions
- Works with the HRBP leaders to evaluate and understand the capacity and capability of the organization in order to develop an OD plan to address shortfalls or change.
Organization Design
- Facilitates discussions with senior managers to identify Org Design issues that need resolving.
- Increases effectiveness and productivity with innovative organization design and analytics.
- Works with managers to test the robustness of detailed organization designs, and assess the impact on factors such as behaviour, attitudes, culture, systems and communication. Feed this insight to HR Leadership team.
- Assesses opportunities to outsource activity to reduce cost or increase quality of work.
- Communicates to line Managers the design principles for jobs (i.e. job scope, spheres of influence, accountabilities, and internal relationships.)
- Facilitates business team decisions on design principles & ensure understanding of the pros and cons of organization design options
- Develops a business case and design principles that enables strategic priorities to be met.
- Identifies roles that will change due to organization re-design and highlights the impact on individuals to stakeholders.
- Maintains boundaries and controls around the evaluation process in order to avoid drift. Work closely with HRLT/ Reward & expertise team to highlight concerns or insights.
- Manages the execution of structural change, movements and exits.
- Works closely with the expertise team to map out typical career paths and scenarios, and associated skills and experience requirements.
- Understands the culture and approaches that encourage buy in and engagement to design implementation.
- Manages the implementation planning of Org Design changes.
- Designs and leads execution of the change plan to land the new organization .
- Develop clear measures of success for the change: impacts, benefits or consequences for the organization.
- Partners with business leaders to build agility into organization design and ensures that organizational effectiveness and productivity is
increased through innovative and robust structural change.
- Tests the feasibility of design solutions, or engages a third party specialist to do so. i.e. Do they meet the design criteria? What is comparison of current ‘as is’ Org Design versus the intended new design? (using factors such as behaviour, attitudes, culture, systems and communication flows).
- Identifies risks associated with the chosen design and acts to mitigate these.
- Implement controls to maintain the integrity of the new structure.
- Translate the strategic requirements for the new design into a set of design criteria that will guide and inform the subsequent redesign work.
- Coaches managers to complete tools and frameworks which will help define the case for change.
6. Change Management
- Develops a change-ready culture by engaging stakeholders, communicating a powerful vision, working in a transparent manner and creating trust.
- Translates the OD strategy into achievable plans and priorities, identifying any risks to delivery and unintended consequences. Tests plan with team involved in supporting the change.
- Manages the implementation of simple organization development interventions and change acceleration programmes to create a
culture/environment that positively impacts performance.
- Leads and influences change: develops detailed project plans, risk management strategy, assess and review the impact of solutions, stays alert to changes in context and makes appropriate corrections to strategy and solutions.
- Oversees the analysis of data to measure progress against the planned business case for change. Uses this to influence discussion as to next steps with line managers and HR Leadership.
- Creates an organizational identity internally and externally through the use of technology and innovative communication tools.
7. Coaching
- Coaches to improve individual and team performance based on deep understanding of organizational development practices.
- Develops and implements OD communication plans and engages managers and other stakeholders.
- Demonstrates and role-models high standards of personal coaching and mentoring.
- Coaches managers to assess the capability, culture and environment of the team using appropriate behaviour, attitude and culture models to build appropriate interventions to improve performance.
- Works in partnership with leaders to provide challenge, legal guidance and advice in dealing with difficult people issues in a fair, straightforward manner and without delay.

Requirements
- University graduate
- Background in social sciences/ economics/ HR
- Minimum 5 years of experiences in HR management
- Good at business partnering mindset and communication skill
- People skills and strong interpersonal skills
- Sharp at business understanding and general knowledge in HR
- Self-driven, proactive, can-do spirit for improvement
- Communication skills
- Presentation skills
- Influencing skills
- English proficiency
- Basic MS appreciation
- Teamwork, self-driven, discipline

- Performance Bonus
- Premium Health care for employee & relatives
- Training & Development Opportunity

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