HRBP Manager

AREAS OF RESPONSIBILITY

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1. HR Function Management

• Partners with the local business leader and managers to drive HR initiatives, by leading a group of HR.

Business Partners. Works hand in hand with the HR Services, Talent Acquisition, and Rewards teams to ?ensure a smooth employee experience, from on boarding to off boarding. Drives recruitment for both support ?and shop-floor employees. Takes care of employee compensation and benefits, aligned with local and ?company policies.

2. Sustain Employee Engagement to drive Employee Retention

• Establishes engagement road maps and creates policies that will help improve employee engagement. ?Creates, communicates, and implements the engagement calendar. Improves employee productivity driven

by a highly engaged work environment to reduce turnover caused by disengagement. Enhances ?collaboration among employees and departments to achieve common goals.

3. Drive Operational Efficiency

• Increases Direct Labor Productivity (DLP) at plant-level through efficiency in resources allocation.

4. Employee Up skill & Development Program

• Improves the learning culture by creating a more structured training program for employees, including ?modules tailored for the local language. Develops a more skillful workforce to improve operational ?efficiencies by measuring training impact related to productivity. Performs general Training Need Analysis, ?executes training calendar, and reviews overall training effectiveness.

• Full implementation of Competency Programs by focusing on Digital and Technical competencies.

Ensures ?talent readiness to sustain operations with an available technical expert in core technology. Executes a full ?mentoring & coaching program.

5. Talent Acceleration

• Creates local talent pipeline by working closely with the Talent Acquisition team through talent piping from ?local electronic companies and universities to source more digital talents. Ensures proper execution of ?development plans and career acceleration for talents.

6. Employee and Labor Relations?

• Determines and recommends employee relations practices necessary to establish a positive employer?employee relationship and promote a high level of employee morale and motivation. Monitors and advised ?managers and supervisors in the progressive discipline system of the company.

Qualifications

• Education: University degree in Economics, Business Administration, Human Resources Management,
• Social Humanity, English or other relating universities…
• Working Experience: Preferred at least 8 years experience in HR generalist or could be HR
• specialist/other business backgrounds with a strong interest in HRBP in a complex organization
• Strong Industrial and employee relationship skills and experience
• Experience in working with both white-collar and blue-collar workers
• Proven ability to manage change.
• Business Understanding: Understanding of the manufacturing and engineering/ high tech industry
• Others (e.g. language skills, technical skills): Exceptional communication and interpersonal skills and an
• ability to engage and build networks
• Energetic and resilient with proven influencing skills, be able to understand and meet the needs of
• stakeholders
• Passionate and strong drive to success

Maps Boarding Resources Recruitment Operational Efficiency Talent Acquisition Working Experience Universities Development Road Turnover Support Environment Employee Engagement Analysis Employee Relations Reviews Compensation Interpersonal Skills Coaching Human Resources Manufacturing Economics Education Administration Engineering Communication Business English Training Management