PURPOSE:

The HR Business Partner Assistant Manager is responsible for assisting the HRD in administering the human resources and practices, partner with business units/functions to implement HR initiatives aligned with the Company’s business needs, while providing effective HR solutions through close collaborate and support to Departments.

Propose and implement HR strategies to attract, develop, and retain talent, covering recruitment, learning & development, and organizational development.

Plan and execute employee engagement initiatives and programs to strengthen organizational culture and enhance overall organizational health.

RESPONSIBILITIE:

1. Talent Acquisition & Employer Branding

• Build a strong sourcing database for recruitment to enable provide right & qualified candidates to Line Manager within time to fill.
• Implement the recruitment process complied with Company’s policy; e.g. screening CVs, interviewing candidates, feedbacks after interviews, proposing remuneration package, arranging on-board welcoming, probation evaluating, conducting orientation, etc.

• Plan and implement employer branding activities and recruitment events to attract qualified talent.
• Manage the full recruitment process and fulfill hiring needs for Brands/Function in charge.
• Effectively manage recruitment headcount and budget.
• Develop and improve HR policies and procedures related to recruitment, employee evaluation, performance management, and other HR functions.
• Build relationships with agencies for sourcing candidates.

2. Employee engagement and partnering

• Build a strong business relationship with the internal client. Act as a single point of contact for brand/functions.

• Actively identifies gaps or risks, proposes and implements changes necessary to cover risks.

• Support partnered Function Head & Line Managers in driving Employee engagement activities in their Team.

3. Learning & Organizational Development

• Support the implementation of training programs for departments and propose appropriate learning initiatives.

• Maintain the organizational structure and ensure job descriptions are updated for all positions.
• Partner with Department Heads to develop organizational structures and annual manpower planning.
• Collaborate in developing career paths and succession planning for key positions.
• Support the development and implementation of performance management objectives and systems.
• Coordinate onboarding and periodic training programs in line with employee development plans.
• Communicate and guide departments on the performance management process; monitor, evaluate, and maintain performance management records.

4. Budget Planning & Management

• Analyze and propose appropriate budgets for recruitment, talent acquisition, and employee engagement activities.
• Monitor and manage HR-related budgets effectively

5. HR Business Partner & Employee Relations

• Advise Management on HR matters arising from operational changes, policies, and procedures at stores and the Head Office.
• Ensure compliance with all labor laws and legal requirements related to recruitment for both stores and the Head Office.
• Conduct exit interviews and analyze employee turnover to recommend improvement initiatives that enhance employee retention and organizational development.
• Work closely with departments to provide timely HR consultation and support in resolving people-related matters.
• Handle disciplinary procedures in compliance with labor regulations.
• Communicate and provide guidance on HR policies and regulations to employees.
• Prepare HR data and reports as requested by Management.
• Ensure all HR activities comply with Company policies and applicable labor laws.
• Coordinate and collaborate with HR functional teams to effectively implement and monitor HR programs across the organization.
• Perform other duties as assigned based on business needs

6. Talent Development

• Able to identify hi-performers & hi-potential people of the assigned partnered Team(s).
• Consul and support Line Managers in designing special development program and design career perspective to them.
• Closely follow up the development plans for this group of people and their actual progress to take prompt action on their career development.
• Other task assigned by HRD.