HR Business Partner at Credit Direct Limited

Job Summary

Responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. This role formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization.

Job Details

Strategic HR Management:

• Act as a consultant to staff within assigned division/business segment on HR issues, including performance management, employee relations, and conflict resolution.
• Collaborate with senior leadership to develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Serve as a strategic partner to business segment/division, providing HR guidance and support on business unit restructures, employee relations issues, policy interpretation and application; talent management and development; and organizational design consultation workforce planning, and succession planning.
• Lead workforce planning process for business segment, working with Talent Acquisition team, supporting them in evaluating candidates for vacancies.
• Evaluate issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e. training to address certain needs.
• Design and implement teaming & bonding initiatives.
• Conduct ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs.  Actively participates in annual budget planning/labour forecasting process with business partners.
• Conduct investigations and resolve complex employee relations issues, ensuring compliance with company policies and legal regulations.
• Analyse HR metrics and provide reports to management on key HR indicators.
• Utilize data to drive HR decisions and strategies for business segment/division.

Organizational Development Talent & Performance Management:

• Lead initiatives to foster a positive organizational culture, employee engagement, and retention within business segment/division.
• Identify training needs and facilitate training programs to enhance employee skills and career development. 
• Working closely with talent acquisition team, oversee the talent acquisition process, including recruitment, interviewing, and hiring of qualified job applicants for the assigned division/business segment.
• Facilitate seamless onboarding processes to ensure new hires are integrated into the business segment/division effectively.
• Collaborate with business lead to develop and implement talent management strategies, including career development, training programs, and leadership development initiatives for the assigned division/business segment.
• Support the business segment/division with implementation and management the performance appraisal system, ensuring evaluations are conducted timely and consistently.
• Provide guidance and support to managers on performance improvement plans and disciplinary actions.

Compensation and Benefits:

• With support from the People operations team, lead HR deliverables including employee relations, employee welfare, policies design and formulation, performance management, merit and bonus awards; benefits enrolment; etc to business segment/division.
• Work with the People Operations to ensure competitive salary structures and benefits programs.
• Provide support in the annual compensation review process, including salary adjustments and incentive plans.
• Ensure compliance with local labour laws and regulations.
• Develop, implement, and maintain HR policies and procedures.

Collaboration and Team Management:

• Support Divisional Head, People Management in setting and implementing the vision and strategy for the division in alignment with the corporate goals. 
• Provide strong functional leadership to enable effective delivery of People Management strategy across the business. 
• Provide statistical information and analysis for workforce planning, talent acquisition, employee engagement, recognition framework and other People Management policies, projects or initiatives.
• Provide/present a formal report of activities and achievements of the division monthly to the Divisional Head of people Management.
• Manage HR analysts, fostering a culture of confidentiality, integrity, accountability, and continuous improvement.
• Provide direction and clarify intervention for support team members to deliver on HR business partner expectations. 
• Ensure team cohesiveness and effectiveness within the unit. Ensure a seamless handshake with the processes and teams within people management.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree or HR certification (e.g., PHR, SPHR) is an added advantage.
• CIPM

Experience:

• Minimum of 7 years of experience in a HR business partner role or similar position.
• Experience in the financial services or lending industry is preferred.