General Manager - HRBP

MINIMUM REQUIREMENTS

 

·       Education / Experience

 Master’s degree in Human Resources Management, Psychology or equivalent experience

12- 15 years of experience in progressive MNC in Generalist HR Profile

Awareness of HR activities of Workforce Planning, Legal Compliance, Learning & Development, Career & Succession Planning. Talent Management, Employee/ Social  Relations

 

·       Specific knowledge

English language and local language of the country and good communication skills

Computer operations, eg. Microsoft office

Knowledge of State employment laws

Partnering skills

·       Business understanding

Financial awareness, General awareness of a business setup/operations

 

 

Position : HR Business Partner

Person : Mr.

Date : 1^st

 

AREAS OF RESPONSIBILITY

·       Headings

·       Ranking

 

IN ORDER TO, what results

LEVEL

·       Full

·       Partial

·       Supporting

MEASUREMENT CRITERIA

 

·       Quantitative

 

·       Qualitative

 

1 Employee Relations :

Establish rapport, interact regularly with employees to provide them a medium to share their concerns in order to develop a positive work environment. Manage  Long term settlement

 

 

Full

·       Knowing each employee

·       Regard/Acceptance/Approachability of HR

2 Legal Compliance :

To extend support to HR Operation in terms of checking compliances from contractor’s end and local laws

 

Supporting

·       NC received from internal audit

3 Internal Communication :

Implement internal communication processes and tools, in order to sustain flow of information at all levels. Ensure Monthly and Quarterly communication meetings.

 

Full

·       Communication Meeting

·       Jt Team Meetings

·       Clarification of Employees’ queries

4 Performance Management:

To initiate, support & lead the annual appraisal cycle. To train and cover all Management population on Tools. Partner and coach line managers on how to provide feedback and ensure one to one meeting for all employees

 

Full

·       To carry out annual performance cycle as per the standard

·       Train all Management employees on tool

5 Reward :

To collaborate with Reward Solution Team for APA Cycle and Job Evaluation. Time to time review Job codes and re-evaluation.

 

Deploy Reward & Recognition programme in unit and lead Annual Reward Ceremony.

 

 

Supporting

 

 

Full

·       Updated JEs & Job Codes

·       Educate employees on Job Codes

 

 

 

·       Quarterly Reward Programme

·       Annual reward programme

6 People Development :

To Collaborate with Learning Solution team in terms deploying CCR. Carryout Competency Gap and share report with Line Managers. Use LSC and ensure deliverable as per outcome.

 

Full

·       100% Implementation as per the global/country guideline

7 Global Processes :

To deploy global processes like Esclating People Review to identify Key Position Holders and successor to all Key Positions. Deploy IDPs for all Potentials.

 

Facilitate ONE Voice( employee engagement ) Survey on each quarter. Analyze results and come out with firm action plan for the unit and ensure engagement level to benchmarked level

 

 

Full

 

 

 

Full

·       100% Successor for Key Positions

 

 

 

 

 

·       ENPS Score

·       Engagement Score

Qualifications

MINIMUM REQUIREMENTS

 

·       Education / Experience

 Master’s degree in Human Resources Management, Psychology or equivalent experience

12- 15 years of experience in progressive MNC in Generalist HR Profile

Awareness of HR activities of Workforce Planning, Legal Compliance, Learning & Development, Career & Succession Planning. Talent Management, Employee/ Social  Relations

 

·       Specific knowledge

English language and local language of the country and good communication skills

Computer operations, eg. Microsoft office

Knowledge of State employment laws

Partnering skills

·       Business understanding

Financial awareness, General awareness of a business setup/operations

 

 

Position : HR Business Partner

Person : Mr.

Date : 1^st

 

AREAS OF RESPONSIBILITY

·       Headings

·       Ranking

 

IN ORDER TO, what results

LEVEL

·       Full

·       Partial

·       Supporting

MEASUREMENT CRITERIA

 

·       Quantitative

 

·       Qualitative

 

1 Employee Relations :

Establish rapport, interact regularly with employees to provide them a medium to share their concerns in order to develop a positive work environment. Manage  Long term settlement

 

 

Full

·       Knowing each employee

·       Regard/Acceptance/Approachability of HR

2 Legal Compliance :

To extend support to HR Operation in terms of checking compliances from contractor’s end and local laws

 

Supporting

·       NC received from internal audit

3 Internal Communication :

Implement internal communication processes and tools, in order to sustain flow of information at all levels. Ensure Monthly and Quarterly communication meetings.

 

Full

·       Communication Meeting

·       Jt Team Meetings

·       Clarification of Employees’ queries

4 Performance Management:

To initiate, support & lead the annual appraisal cycle. To train and cover all Management population on Tools. Partner and coach line managers on how to provide feedback and ensure one to one meeting for all employees

 

Full

·       To carry out annual performance cycle as per the standard

·       Train all Management employees on tool

5 Reward :

To collaborate with Reward Solution Team for APA Cycle and Job Evaluation. Time to time review Job codes and re-evaluation.

 

Deploy Reward & Recognition programme in unit and lead Annual Reward Ceremony.

 

 

Supporting

 

 

Full

·       Updated JEs & Job Codes

·       Educate employees on Job Codes

 

 

 

·       Quarterly Reward Programme

·       Annual reward programme

6 People Development :

To Collaborate with Learning Solution team in terms deploying CCR. Carryout Competency Gap and share report with Line Managers. Use LSC and ensure deliverable as per outcome.

 

Full

·       100% Implementation as per the global/country guideline

7 Global Processes :

To deploy global processes like Esclating People Review to identify Key Position Holders and successor to all Key Positions. Deploy IDPs for all Potentials.

 

Facilitate ONE Voice( employee engagement ) Survey on each quarter. Analyze results and come out with firm action plan for the unit and ensure engagement level to benchmarked level

 

 

Full

 

 

 

Full

·       100% Successor for Key Positions

 

 

 

 

 

·       ENPS Score

·       Engagement Score

Schedule: Full-time
Req: 009FIC