We are looking for a dynamic and experienced HR Business Partner (HRBP) with a strong focus on Employee Engagement, Employee Relations, Performance Management and Recruitment to join our HR team. The ideal candidate will be responsible for managing the full employee lifecycle and contributing to an exceptional employee experience.

Responsibilities:

General

Participate in driving and implementing strategic HR initiatives within the function to foster a high-performance culture.
Ensure all HR activities and duties are conducted in full compliance with relevant regulations and standards.
Provide monthly and adhoc reports on key HR Metrics as requested for the functions
Ensure that all learning and development needs are communicated promptly to the Learning & Development Officer and HR Manager.

Business Partnering

Maintain and uphold HR standards and best practices within the business unit.
Provide support to line managers in handling various people matters, ensuring effective management and resolution.
Train and staff in the use of HR systems and processes to ensure adoption and compliance
Participate in compiling and analyzing feedback from exit interviews or surveys to identify trends and areas for improvement in retention strategies and organizational culture.
Employee Engagement and wellness
Participate in developing and implementing action plans based on insights from the Employee Survey, and drive follow-through to address identified areas for improvement.
Participate in promoting Team Building activities for the functional units
Provide support on wellness programmes/interventions during the employee lifecycle

Employee Relations

Train and develop Line Managers to enhance their expertise in managing Employee Relations (ER) effectively within their teams.
Coordinate capability and disciplinary hearings as required and communicate the outcomes ensure the effective implementation of the resulting actions.
Performance Management and capacity development
Actively guide and support in the end to end performance management process.
Collaborate with new hires and their managers to ensure probationary KPIs and long term KPIs post probation are put in place accordingly
Ensure continuous performance feedback discussions are held to facilitate coaching, provide feedback, and promote continuous improvement and engagement.
Monitor and address underperformance issues in collaboration with the Learning and Development team

Recruitment

Coordinate and manage recruitment activities to fulfill the staffing needs of the business unit.
Provide comprehensive support to the function throughout the recruitment process, ensuring compliance with HR Processes.
Monitor and track vacancies in the department and ensure closure within acceptable timelines.
Develop the skills of line managers in the resourcing process, including the effective use of tools available

On-Boarding

Manage the end to end on-boarding process including but not limited to:
Facilitate access to essential tools, technology, and resources needed for new hires to perform their roles effectively.
Provide clear and comprehensive information about the role to help the new employees understand their responsibilities, purpose, and impact within the Unifi.
Ensure the timely completion and submission of all required onboarding documentation, including employment contracts, compliance agreements and payroll data.
Together with the hiring manager, assign a buddy or mentor to support new employees in integrating into Unifi and becoming familiar with the team and organizational culture.
Coordinate with Learning & Development (L&D) onon-boarding.
Schedule regular check-ins and feedback sessions with new hires and their managers to assess engagement, address any concerns, and provide necessary support during the onboarding process.

Off-boarding

Manage the end to end exit management process including but not limited to:
Ensure the completion and accuracy of all required documentation, including final pay, benefits, and compliance forms.
Conduct structured exit interviews to gather feedback and insights from departing employees.
Manage the clearance process, including the exit checklist, to ensure all company assets and access are returned and deactivated.
Ensure line manager communicates the departure to relevant stakeholders, such as team members, clients, and service providers, while maintaining confidentiality and professionalism.

Qualification:

Degree qualification in Human Resource, Administration or Industrial Psychology
Professional HR certification is a plus.
Minimum of 4 years of HR experience with at least two years in an HRBP role.
Strong knowledge of Labour laws and compliance requirements.
Excellent interpersonal and communication skills.
Demonstrated ability to build relationships and influence at all levels of the company.
Strong problem-solving and decision-making skills.
Ability to handle sensitive and confidential information with discretion.
Proficient in HRIS and Microsoft Office Suite/Google.
Paid up Member of ZHRIM

Skills & Qualifications:

Understanding of how to drive organizational success through HR initiatives.
Strong ability to build relationships and influence at all levels of the organization.
Excellent verbal and written communication skills for effectively conveying HR guidelines and initiatives.
Strong analytical skills to assess complex situations and develop effective solutions.
Ability to make informed decisions that balance employee needs with business objectives.
Skilled in handling complex employee relations issues and conducting thorough investigations.
Ability to provide sound advice on HR policies and practices.