Senior HR Business Partner, Customer Experience and Category Marketing

Summary of Role
Responsible for providing an******** business objectives (tacticalan********) with employees an******** in designate******** functions.

Primary Accountabilitie********
Formulate partnerships across the business to delivervalue-adde******** on HR relate******** an******** practice ******** butnot limite********:
•Collaborate with the HR Director an******** to assess an********HR-relate********
•Implement an******** global HR/Talent Management initiatives across thefunction(s)
•Coach an******** leaders an******** aroun******** issues
•Maintain a sol******** an******** knowledge of the business functionan******** business strategy
•Supporting the business strategy locally for local initiatives e.g. newcountry entry & M&A
•Facilitate an******** internal tra******** workshops an******** days asrequired
•Provide support an******** to managers in relation toperformance/talent development
•Provide guidance an******** on business unit restructures
•Design an******** career development strategies in collaboration withthe Learning an******** Development Center of excellence
•Support the Rewar******** on the annual performance managementan******** cycle an******** additional initiatives as needed
•Partner with managers to drive engagement across the organisation
•Work with the Talent Acquisition team to identify an******** input onworkforce planning an********
•Strong knowledge of HR compliance an******** law
•Drive employee engagement an********, in collaboration with the ChangeManagement an******** Communications Director
•Act as an employee champion an******** agent
•Manage an******** complex employee relations an******** management inconjunction with the HR Advisor
•Other duties as reasonably requested

Key Performance Indicators an****************

Responsible to line manager for:
•HR business objectives an********
•Employment an******** compliance on HR policy an******** law

Responsible to internal client for:
•HR business objectives
•Supporting the line with employee engagement

Main Interfaces an******** (internal / external

Internal client grou********
•Business leaders
•Managers
•Employees
•HR functions an******** share********

Competenc******** (Sk******** Knowledge):
•Experience in developing an******** Talent Management initiatives
•Strong employee relations an******** skills
•Working knowledge of employment law in relevant jurisdictions
•Broa******** of HR best practice
•Strong bias for action an******** “solution orientated” attitude
•Fluent written an******** English an******** business language (e.g.Chinese), where relevant
•Able to work both on a team (as member and/or leader) an******** todeliver results
•Ability to convey ideas an******** in a clear, compelling an********way in written an******** communications
•Strong organizational an******** skills with ability to balancecompeting priorities
•Experience ******** diagnosing an******** issues independently; willtake initiative even under unfamiliar or ambiguous circumstances
•Anticipates nee******** re-prioritize; can shift gears an******** makesdecisions base******** new information

Qualification********
•Bachelor’s or First degree in Human Resources, Business or otherrelate********
•CIPD qualifie******** equivalent

Experience:
•Extensive experience providing professional HR & Talent Managementpartnering in large/medium Global Business
•Experience of HR partnering with client groups in Asia Pacific
•Demonstrate******** an******** in helping managers align humanresources planning an******** strategy
•Increase******** an******** in HR case work

Potential Career Progression:
•To HR Director
•Specialise******** Center of Excellence or people management role