- Manpower planning i.e. to work with business/ division on identification of key capabilities needed and operational requirements which will support the achievement of business objectives.
- Talent Review i.e. to work with business/ division on reviewing, rewarding and monitoring of the talent pool in the business/ division by providing advice, guidance and support on areas such as career pathing and succession planning
- Drive and implement key HR initiatives as key interface between HR and business/ division
- Maintain an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition
- Provide support and guidance during Annual Performance Appraisal to ensure timeline is kept within the requirements of GHR CoE.
- Provide HR support and advice to business/ division to help them make good decisions that will support a high performance culture.
- Cost management through effective utilisation of manpower and monitoring of headcount budget
- Have consistent engagement and discussion with business/ division heads on job evaluation outcome.
- Analyse business/ division needs in terms of the size, type, experience, knowledge, skills and quality of workforce to achieve its objectives
- Collaborate with recruitment team to identify workforce planning and hiring challenges faced by business/ division
- Consistent consultations with line management to provide HR guidance when appropriate.
- Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
- Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
- Monitor employees who are under performance improvement plan and advise business on how to manage this group of employees.
- Provide day-to-day performance management guidance to business, i.e coaching, counselling, career development, disciplinary actions.
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/ required.
- Provide HR policy guidance and interpretation.
- Provide guidance and input on business/ division restructuring, workforce planning and succession planning.
- Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Coordinate with Business Units to develop Performance Improvement Plan (PIP) for poor perfomers, review and monitor the outcome
- Communicate policies and procedures to employees and provide HR policy guidance and interpretation
- Keep the line updated on HR initiatives and support the line by partnering with HR COEs in designing HR related programs
- Facilitate staff movement and mediate any issues that may arise from the whole movement process.
- Manage conflict that may arise between employees and/ or between managers and resolve any problems in the execution of business plans.
- Assist in identifying training needs for staff in the designated business/ division i.e. nomination of internal training for staff development and external training for enhancement of technical skills.
- Ensure compliance with regulatory requirements, CIMB policies & procedures, guidelines and the Department’s policies and procedures regionally
- To perform any other responsibilities / task as assigned by the management from time to time.
Only shortlisted candidates will be notified.
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