The HR Business Partner (HRBP) collaborates with business departments to craft and implement effective human resources strategies, policies, and practices. The HRBP acts as a strategic partner, change agent, and employee advocate within the organization.
Duties Responsibilities
1.Business Strategy Support
Gain an in-depth understanding of the business unit''s strategic goals and needs, and provide strategic HR support and recommendations.
2.Organizational Management
Provide expertise in organizational development, assist with organizational structure adjustments and process optimization, and enhance the organization''s competitiveness and adaptability.
3.Performance Management
Support the business unit in performance management, including goal-setting, performance evaluation, and ensuring the effective implementation of the company''s performance assessment and reward mechanisms.
4.Talent Management
Develop HR planning based on company strategy and business trends, implement talent selection, development, motivation, and retention policies and programs, and ensure the organization has a talent pool that meets strategic needs and maintains a competitive edge.
5.Workforce Planning Change Management
Conduct workforce analytics to anticipate talent needs and identify potential gaps. Develop strategies to address these gaps through recruitment, training, or redeployment. Lead and support organizational change initiatives, ensuring smooth transitions and minimizing resistance.
6.Policy Implementation Communication
Interpret and communicate company HR policies and systems to the business unit, tailor them to address specific business pain points, and ensure compliance with company requirements.
7.Employee Relations Culture Building
Foster a positive and inclusive work environment, address employee concerns and conflicts proactively, and ensure compliance with company policies and employment laws. Develop and implement corporate culture initiatives and employee engagement activities to build team cohesion and combativeness.
8.Data-Driven Decision Making
Utilize HR metrics and data analysis to inform decision-making, and provide insights and recommendations based on workforce trends, engagement levels, and performance data.
9.Stakeholder Engagement
Build strong relationships with key stakeholders across the organization, including senior leadership, managers, and employees. Serve as a trusted advisor and partner to the business.
Minimum Requirements
Education
Bachelor''s degree or above in HR administration, psychology or other related majors.
Experience
At least 5+ years in HR within an international company.
Possess experience in business team support, with the ability to deeply understand business operations, think independently, identify solutions, and promptly implement.
Be proficient in recruiting, be familiar with local Labor Law, training development and other module of HR, and have comprehensive practical experience in HR modules and tool usage.
Required Skills or/ Attributes
Have the ability to conduct organizational diagnosis and talent assessment tools, with the ability to solve and improve problems.