Summary

The HRBP has a strong business acumen/interest and possesses solid HR expertise which allows them to serve as a coach and advisor to the assigned business units. This position is responsible for aligning business objectives and formulating partnerships across the HR functions to deliver value-added service to the Management and employees. The HRBP maintains an effective level of business literacy about the business unit to implement Talent Management activities like Talent Reviews, Performance Reviews, Succession Planning and more, and to develop HR strategies to manage operations, respond to emergencies, and mediate conflicts. They leverage on HR metrics, trend analysis, and people data to train leadership on optimal people management and develop long-lasting solutions for business units/specific issues.

Roles & Responsibilities

Onboarding & Employee Lifecycle

• Partner with Centre Leaders to forecast manpower needs and manage the full employee lifecycle, starting from onboarding of centre staff.
• Collaborate with and advise hiring managers in selecting candidates with the right competencies, experience, and cultural fit.
• Ensure a smooth and structured onboarding process for all new hires, aligned with company culture and preschool regulatory standards.
• Conduct orientation programmes and guide line managers to continue the onboarding journey, ensuring an engaging and positive employee experience.

Strategic HR Partnership

• Conduct weekly and monthly meetings with respective business units to deliver data on the performance (e.g. attrition, absenteeism, exit interviews, recruitment activities, career development, disciplinary cases, etc.), make appropriate recommendations and take proactive actions with the line managers.
• Identify and analyse trends in respective business units to develop long-lasting solutions either for building morale, increasing productivity and efficiency, or improving employee retention.
• Provide guidance and recommendations to line managers on optimal manpower deployment, workforce planning, and succession planning.
• Provide guidance and recommendations to line managers on optimal manpower deployment, workforce planning, and succession planning.

Employee Relations & Engagement

• Act as the first point of contact for HR-related queries from staff.
• Provide advice on policies, procedures, and employment legislation.
• Conduct effective, thorough, and objective investigations with line managers to manage and resolve complex employee relations issues including disciplinary cases.

Performance & Development

• Support Principals and Centre Leaders in performance management, including goal setting, performance appraisals, and career development discussions.
• Daily/ Weekly/ Monthly tracking and reporting to the team and Group on HR KPIs.
• Identify training needs and competency gaps and recommend development initiatives to support employee growth and career progression.

Compliance & HR Operations

• Provide day-to-day operational and administrative support in all HR matters from onboarding to offboarding of employees.
• Ensure full compliance with the local statutory requirements.
• Support during career fairs/ other HR events when required.
• Provide HR policy guidance and interpretation.
• Any other ad-hoc duties.

Skills Required

• Proficient in Microsoft Office
• Flexible and adaptable
• Skilled at networking and establishing relationships and stakeholders management
• Strong analytical skills, problem-solving skills, and business acumen with a keen interest in business.
• Strong prioritisation, organisational, time management, and project management skills
• Ability to influence and drive change
• Ability to comprehend, interpret, and apply applicable labour laws, guidelines, and policies
• Excellent influencing and persuasive skills
• Excellent interpersonal and communication skill
• A team player
• Proactive and good executor
• A change agent

Qualification/ Experience Required

• Minimum a diploma in HR management or related field
• Minimum 3 years of business partnering HR experience in a fast-paced industry
• Strong understanding of HR employment laws and HR best practices