People Partner

Role Purpose
The People Partner is a strategic ally to business leaders, providing expertise, guidance, and support in all areas of people management. This role involves collaborating closely with department heads and executives to align people strategies with business goals, enhance organisational effectiveness, and foster a positive, inclusive work culture.

Key Accountabilities
Key Accountabilities:
HR Advisory And Compliance

• Advise managers and employees on HR-related issues, providing guidance and support in areas such as conflict resolution, disciplinary actions, and employee grievances.
• Ensure compliance with employment laws and company policies.
• Analyse HR data and provide expert advice to stakeholders to proactively address workforce risks, enhance compliance, and inform strategic planning.

Talent Acquisition And Onboarding

• Partner with hiring managers to identify staffing needs, ensuring the attraction, selection, and retention of top talent.
• Manage effective onboarding and integration processes.
• The Talent Acquisition Team manages the coordination and execution of the talent acquisition cycle from beginning to end and participates in the interview selection process.

Job Descriptions And Manpower Planning

• Assist department heads in updating job descriptions for the assigned population.
• Update the manpower plan each quarter with project/department heads.
• Coordinate people-related activities with site project team assistants.

Exit Interviews And Data Analysis

• Conduct exit interviews and analyse findings to identify trends and areas for improvement.

Performance Management

• Support the implementation and monitoring of performance management systems.
• Provide guidance on goal setting, performance feedback, and career development.
• Coach line managers concerning Performance Improvement Plans (PIP) and Performance Development Plans (PDP).
• Oversee the Probationary Process for all new joiners

Learning And Development

• Assist in identifying training and development needs and consolidate them for the assigned population.
• Conduct training/awareness sessions to announce new people-related policies as needed.

HR Systems And Data Quality

• Use SAP SuccessFactors and review data quality quarterly.

Employee Engagement And Retention

• Implement activities to promote employee engagement, satisfaction, and retention within assigned teams.
• Manage employee surveys, analyse feedback, and recommend actions to improve the employee experience.

Absence Management

• Review absence cases and take the required disciplinary action according to company policy

Wellbeing and Corporate Values (Innovo Life)

• Partner with line managers to lead people initiatives, promoting wellbeing and corporate values.

Diversity And Inclusion

• Promote initiatives to enhance diversity and inclusion within the organisation.
• Provide support and guidance on diversity-related issues.

Employee Relations

• Foster a positive employee relations environment by addressing concerns and supporting employee engagement initiatives.

Employee Recognition And Rewards

• Implement employee recognition and rewards programs.
• Foster a culture of appreciation and recognition coaching line managers

Succession Planning

• Assist in the development and implementation of succession planning activities

Qualifications, Experience, Knowledge & Skills
Qualifications and Professional Experience

• Bachelor's degree in human resources, Business Administration, or related field;
• HR certification (e.g., SHRM-CP, PHR, CIPD) or master's degree preferred.
• 10 years of experience in HR roles, focusing on HR business partnering.
• Strong understanding of HR best practices, employment laws, and regulations.
• Strong business and commercial acumen, understanding of the business context, including competitive pressures and market expectations, and proven ability to align and adapt strategies with business needs.