HRBP Supervisor

Role of HRBP in Commercial & Functional HR Strategy

• Play in role of HRBP in Commercial

• Understand overall HR vision, strategy drivers, must-win battles, HR Agenda & activities, together with partnered business KPIs and how to drive concrete actions to support HRBP Manager and HR Team to achieve the aligned KPIs with excellent performance

Change & Culture building

• Support HRBP Manager to organize all staff activities to deliver cultural building in your partnered Functions/ BU successfully.

• Support HRBP Manager to implement the change project and culture change in partnered functions/ BU including budget planning, supplier sourcing, communication designs, etc. to lead the change successfully.

Recruitment

Performs and is involved in all recruiting processes ranging from:

• Understand manufacturing labor market for Non-Manager level, especially in construction and heavy industry to build a strong sourcing database for Non-Manager recruitment to enable provide right fit & qualified candidates to Line Manager within agreed time frame.

• Build strong rapport with all interviewed candidates during & after the interview. Show care to Non-Manager new hired and follow up their on-boarding program until end of probation.

Talent Development

• Able to identify hi-performers & hi-potential of Non-Manager level in assigned functions/ BU.

• Support HRBP Manager to consul and support Line Managers in designing development program and design career perspective to employee.

• Closely follow up the development plans for this group of people and their actual progress to take prompt action on their career development.

• Build close rapport with hi-performers & hi-potential Non-Manager employees to understand their insight, be a trust worthy partners to support them as needed.

Training & Development

• Support HRBP Manager in working with Line Manager in identifying Training Needs for Non-Manager level which can address the capability area of improvement in order to grow the organization to deliver business objectives.

• Follow up in their post training evaluation and development.

• Able to give input for HRBP Manager when justifying in all promotion cases of Non-Manager level.

HR Policies

• Support HRBP Manager follow up the performance management process and ensure it is well complied and implemented in all partnered functions;

• Ensure all HR procedures related to recruitment, internal transfer, promotion, termination, and disciplinary actions are implemented properly & professionally.

Employee Engagement

• Support HRBP Managers to encourage partnered Line Managers to participate in Employee engagement survey and activities in their Functions/ BU.

• Actively participated and engaged to HR activities to promote collaboration and great teamwork.

HR Partnership

• Find a personal and professional way to approach the partnered functions at Non-Manager level and become their trustworthy & excellent HR Business Partner to get their true insight and feedbacks in order to propose to HRBP Manager prompt actions before leading to conflict

Others

• Prepare HR Reports as assigned by HRBP Manager and submit as per timeline;

• Willing to do other job assignments as requested by HRBP Manager and the Company;

• Positively contribute to build up the Department an