Role Introduction

The job holder is accountable for providing expert HR and organizational development support and advice to enable successful execution of business and regional strategies. The incumbent should develop specific HR capability plans to improve employee experience, engagement, and HR governance in supporting a high-performing culture.

In addition, the incumbent will be involved in HR projects such as launching new policies and practices, improving our digital employee experience and automation capabilities by leveraging technology, and enhancing our people analytics and insights to improve both people and business effectiveness.

Key Responsibilities

Business Partnership



• Handle HR enquiries and conduct follow-up actions and investigations when required, including but not limited to policy clarification and general HR-related matters.
• Provide advice and assistance to managers and/or employees on people-related issues including performance, terminations, career development, team development, and talent management.
• Equip business leaders with appropriate tools and knowledge to effectively manage and develop their people and provide proactive guidance and counsel on people-related issues.
• Support People Managers on complex interpretation of policies and procedures, or HR projects requiring the definition and design of new processes and procedures.
• Act as the lead contact for all performance management activities and administration related to the annual performance management framework, system, and processes.
• Ensure that company policies and procedures are consistently and equitably applied and that all legal requirements are met, while fostering a positive employee relations environment.
• Participate in the creation and upholding of good HR practices and systems to continuously enhance the employee experience.
• Conduct exit interviews and provide data-driven insights to management, and manage alumni activities and engagement.