Human Resources Business Partner (Logistics+)

As the main point of contact between HR and the business, the HR Business Partner is an excellent communicator who aligns interests among various stakeholders to achieve business goals. Adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues. Job Descriptions:

Providing support for Recruitment team by liaising and coordinating with line managers on the ground

Prioritize critical open positions to be filled in consultation with line managers

Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes

Advise hiring managers on the principles of fair and unbiased employment selection practices

Recommend sourcing channels to source the right candidates in line with business needs

Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes

Provide support to management in rolling-out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements

Review needs of the workforce to recommend non-monetary benefits options to the Comp and Ben team

Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce

Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, re-employment and termination guidelines.

Research and apply prevailing labour policies, employment laws and regulations, including but not limited to employment laws for foreign nationals, fair termination, etc

Engage management to support organisation development and change interventions

Collaborate with line managers to project future skills demand and supply

Liaise with employees to evaluate effectiveness of organisation development and change interventions

Advise line managers on resource planning options

Facilitate the redesign of the organisation structure to achieve business outcomes

Develop plan to deploy organisation's workforce to maximise productivity

Guide management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation

Facilitate talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organisation

Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements

Guide line managers in their understanding and usage of performance management policy, framework and processes

Coach employees to refer to career development policy, framework and programmes for career progression in the organisation

Define learning and development needs based on business and staff capability needs

Analyse financial and HR data to create insights and foresights to guide decision-making.

Keep abreast of local HR trends and developments to provide further benchmarking insights on data analysis outcomes.

Resolve data availability and data quality challenges with data cleansing techniques

Recommend alternate strategies to prevent redundancies in the organisation

Provide advice to line managers on managing voluntary employee exits to ensure employee leaves with a positive association with the organisation

Coach line managers to manage involuntary exits due to redundancy or other reasons

Conduct exit interviews to gather feedback for better employee retention

Set individual objectives, periodically reviewing and assessing performance of direct reports

Provide coaching and advice to junior team members (more operational work in nature)

Manage internal stakeholders beyond the team and external stakeholders to achieve shared goals

Requirements:

Minimally 6-8 years of work experience as a HR generalist or HR business partner

Experience managing and working with senior stakeholders

Familiarity with local employment law and regulations

Knowledge of principles and procedures for recruitment, development, compensation and benefits, labor relations and negotiation, and HRMS.

Excellent verbal and written communication skills.

Excellent interpersonal skills

Degree in HR

Professional fluency in English. Proficiency in Bahasa Malaysia is a plus