Manager - Human Resources

Job Title:

Band

Reporting To

Department

Location

JOB SUMMARY:

The incumbent will be managing end to end HR business partner role for key departments like Underwriting, Claims, Policy Issuance & Quality Department. The HR Business Partners will help align an organization s people strategy with its business strategy. This role will not only be an administrative expert and a people champion, but also a change agent and a strategic partner for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results.

KEY RESPONSIBILITIES

Strategic planning

This role needs to be able to help their organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future. Areas that they will need to work on include:

• Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with business objectives


• Strategic workforce planning: ensure the company s workforce has the right size, shape, cost, and agility for the future


• Succession planning: select and develop key talent to ensure there are talents to fill in critical roles

Coaching and consulting leadership about HR matters

This role should have a clear understanding of the way current and future challenges affect the people at their organization to provide effective advice and coaching to key stakeholders. (The HRBP is the enabler & should be an advisor and consultant to the business). Here are some responsibilities that you might encounter in an HRBP

• Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary


• Be up-to-date on RAG status & market benchmarking/intelligence


• Provide guidance on the creation and implementation of HR best practices

Building a competitive organization

The role also help business to build, buy & retain the best talent. HRBPs play an important role in making sure that their business can strategize, train, and adapt to develop their best talent. The key responsibilities can include:

• Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.)


• Helping line managers deal with organizational, people, and change-related issues


• Optimizing organizational design to increase productivity and improve performance of the business


• Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies


• Developing or assisting in developing a future-proof compensation and benefits strategy


• Implementing reward and recognition interventions to increase bottom-line results and employee engagement

Being a company culture and employee experience champion

This role will help build and maintain a strong organizational culture, as well as continuously improving the employee experience, is a core responsibility of future-ready HRBPs. Companies will often require the HR Business Partner to:

• Provide advice and suggestions for culture-related initiatives, such as cultural transformation


• Implement interventions on employee wellness, diversity and inclusion, or talent management


• Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover

JOB REQUIREMENTS:

• Management graduate with 8 - 10 years of relevant experience


• Great communication and presentation skills


• Superb problem-solving skills


• A good understanding of the many disciplines within HR, including diversity and inclusion, performance management, compensation and benefits, talent management, employee and union relations, etc.


• Excellent stakeholder management and developing good work relationships across the organization


• Good change management and project management capabilities

MEASURE OF SUCCESS:

• Timeliness of process steps and completion


• Stakeholder feedback


• Attrition Control


• Engagement scores


• Cost management

Job Title:

Band

Reporting To

Department

Location

JOB SUMMARY:

The incumbent will be managing end to end HR business partner role for key departments like Underwriting, Claims, Policy Issuance & Quality Department. The HR Business Partners will help align an organization s people strategy with its business strategy. This role will not only be an administrative expert and a people champion, but also a change agent and a strategic partner for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results.

KEY RESPONSIBILITIES

Strategic planning

This role needs to be able to help their organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future. Areas that they will need to work on include:

• Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with business objectives


• Strategic workforce planning: ensure the company s workforce has the right size, shape, cost, and agility for the future


• Succession planning: select and develop key talent to ensure there are talents to fill in critical roles

Coaching and consulting leadership about HR matters

This role should have a clear understanding of the way current and future challenges affect the people at their organization to provide effective advice and coaching to key stakeholders. (The HRBP is the enabler & should be an advisor and consultant to the business). Here are some responsibilities that you might encounter in an HRBP

• Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary


• Be up-to-date on RAG status & market benchmarking/intelligence


• Provide guidance on the creation and implementation of HR best practices

Building a competitive organization

The role also help business to build, buy & retain the best talent. HRBPs play an important role in making sure that their business can strategize, train, and adapt to develop their best talent. The key responsibilities can include:

• Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.)


• Helping line managers deal with organizational, people, and change-related issues


• Optimizing organizational design to increase productivity and improve performance of the business


• Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies


• Developing or assisting in developing a future-proof compensation and benefits strategy


• Implementing reward and recognition interventions to increase bottom-line results and employee engagement

Being a company culture and employee experience champion

This role will help build and maintain a strong organizational culture, as well as continuously improving the employee experience, is a core responsibility of future-ready HRBPs. Companies will often require the HR Business Partner to:

• Provide advice and suggestions for culture-related initiatives, such as cultural transformation


• Implement interventions on employee wellness, diversity and inclusion, or talent management


• Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover

JOB REQUIREMENTS:

• Management graduate with 8 - 10 years of relevant experience


• Great communication and presentation skills


• Superb problem-solving skills


• A good understanding of the many disciplines within HR, including diversity and inclusion, performance management, compensation and benefits, talent management, employee and union relations, etc.


• Excellent stakeholder management and developing good work relationships across the organization


• Good change management and project management capabilities

MEASURE OF SUCCESS:

• Timeliness of process steps and completion


• Stakeholder feedback


• Attrition Control


• Engagement scores


• Cost management