Build and maintain a robust talent pipeline for critical and recurring positions, proactively identifying potential candidates before needs arise.
Oversee the onboarding process for new hires, ensuring a smooth transition and integration into the company culture and team dynamics.
Utilize Applicant Tracking Systems (ATS) and other recruitment tools to manage candidate data, track progress, and generate reports on recruitment metrics.
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Build and maintain a robust talent pipeline for critical and recurring positions, proactively identifying potential candidates before needs arise.
Oversee the onboarding process for new hires, ensuring a smooth transition and integration into the company culture and team dynamics.
Utilize Applicant Tracking Systems (ATS) and other recruitment tools to manage candidate data, track progress, and generate reports on recruitment metrics.
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Enhance leadership maturity and team dynamics by coaching managers and employees and implementing tailored development programmes with ongoing feedback mechanisms.
Mediate conflicts and advise on complex matters such as organisational adjustments and change management to maintain harmonious workplace relations.
Foster cultural alignment and employee engagement throughout the region by collaborating with teams to diagnose challenges and co-create effective solutions.
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Drive and support business transformation initiatives within the assigned portfolio, particularly in change management and communication efforts involving people impact.
Collaborate closely with relevant HR Centres of Excellence (COEs) to plan and lead the implementation of HR frameworks, processes and initiatives, including development planning, annual performance and salary review exercises, capability development and employee engagement programmes.
Oversee day-to-day people operations, including hiring, onboarding/offboarding, data management, reporting & analytics, employee relations and grievance handling, in collaboration with relevant HR teams.
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Strategic P&C Guidance (Business Acumen): Offer immediate, short-term strategic guidance to leaders on core P&C needs like succession, talent management, performance, and compensation, leveraging P&C experts for timely solutions
Process and Compliance: Consult, advise, and train leaders on global P&C processes and system topics (e.g., new system launches, global grading), ensuring alignment with policies and compliance with legislative requirements
Trusted Partner in P&C Areas (Leadership): Serve as a trusted partner to leaders, diagnosing and proposing fit-for-purpose approaches for complex P&C topics (e.g., talent, compensation, change management, conflict resolution)
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Performance Management: Facilitate the performance management consequences which is the Performance Improvement Plan (PIP) process including goal setting, performance reviews, and feedback sessions between the employee and their superior. Provide coaching and guidance to operation managers (Store Manager, Area Manager and Regional Manager on performance issues.
Talent Management: Support the development and implementation of talent management strategies, including mobility of staff, promotion, succession planning, career development, and leadership development. Collaborate with store operation managers to identify high-potential employees and create development plans.
Bachelor’s degree in Human Resources, Business Administration, or related field.
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Drive recruiting planning strategies (e.g., forecasting, short-/medium-term manpower requirements, etc.) to align with, and meet, business demands and HR cost control
Develop/review talent management for critical leadership positions and develop talent readiness/transition strategies
Execute initiatives on organization design changes to improve efficiency and effectiveness
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