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Head, HR Business Partner

2 months ago

Malaysia Affin Bank Berhad Full time
Head, HR Business Partner

Create the future with Affin You too can make a difference.

We continuously innovate to transform our financial services landscape - making banking better and easier. Join us at AFFIN, where the open minds meet and be inspired by a shared commitment to great work. Here, you don’t just stay at the forefront of the industry – you can make a difference too.

Job Responsibilities:

  1. Strategic HR Management & HR Business Partnering
    • Oversee Business Planning & HR strategy for the business by understanding the business direction and provide guidance where appropriate.
    • Lead Business planning sessions with active participation of strategy formulation process.
    • Advice on the formulation of HR plan for a variety of HR matters such as employee relations, industrial relations, union issues and other HR administrative related matters.
    • Analyse overall trends and metrics for development of solutions.
    • Provide proactive resourcing HR advice and guidance in relation to coaching, counselling, career development, disciplinary actions and mitigation for solution and corrective action from time to time based on Audit, Risk and Compliance finding.
    • Oversee the development and implementation of communication plan and awareness programs by working closely with HR Strategy & Development team.
    • Act as a change agent in managing organizational changes where this relates to HR related activities - realignment/reorganization exercise etc.
  2. Industry / Employee Relations
    • Provide affair and balanced hearing on staff grievance and provide options / solutions where appropriate guided by Bank’s policies, as well as provide consultative advisory and act as facilitator to internal stakeholders, collaborating with IR team.
    • Lead in the monitoring and implementation of the end to end disciplinary process together with IR team.
  3. Remuneration & Systems / Benefit Services
    • Provide guidance to staff and rewards on appropriate benchmarks tied to productivity towards staff compensation and performance guided by policies & practices.
    • Maintain close collaboration with HR Rewards/C&B team.
    • Lead the implementation of the performance management exercise, collaborating with Performance Management team.
  4. Recruitment & Organizational Development
    • Oversee the governance of manpower set out by the approved budget and to provide the approved justifications for expectations when required.
    • Provide steer in managing business manpower challenges and needs, and make strategic and timely recommendations to address the issues.
    • Work together with Business & Talent Acquisition team by leading the exercise of forecasting and planning business headcount requirements in line with the business strategy.
    • Conduct interviews to ensure the right candidate for the position.
  5. Learning & Development and Talent management & Succession Planning
    • Possess insights on overall talents and responsible to lead the overall management of talent development in collaboration with Learning & Development.
    • Lead the facilitation of the Talent Management and Succession Planning exercise with the respective Division Heads.
  6. Employee Point of Contact
    • Provide ad-hoc but substantiated feedback to appropriate channels on employee’s feedback.
  7. Facilitation of Communication initiatives
    • Work with the relevant subject matter expert for the adoption, implementation and communication of HR policies, programs and practices.
    • Represent the views of the function in the development and implementation of HR policies and practices.
  8. Change Management
    • Responsible for identifying issues and work with line managers and relevant subject matter expert, i.e. Learning and Development, Org Development on change management interventions resulting from business, policy, people changes, etc.
    • Support change initiatives that affect the business and to advise on the people management aspects.
  9. Team / People Management
    • Ensures that members in the HR Business Partner department are equipped with the right skills, tools, and talents necessary for executing their duties.
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