Human Resources Business Partner

4 months ago

Subang Jaya, Malaysia Ninja Van Full time

Ninja Van is a tech-enabled logistics company on a mission to provide hassle-free delivery services for businesses of all sizes across Southeast Asia. Launched in 2014, we started operations in Singapore and have become the region's largest and fastest growing last-mile logistics company, partnering with over 35,000 merchants and delivering more than 1,000 parcels every minute across six countries.

At our core, we are a technology company that is disrupting a massive industry with cutting-edge software and operational concepts. Powered by algorithm-based optimisation, dynamic routing, end-to-end tracking and a data-driven approach, we provide best-of-class delivery services that delight both the shippers and end customers. But we are just getting started We have much room for improvement and many ideas that will further shape the industry.

The Human Resource (HR) Business Partner provides HR advisory to the business. He/She liaises with line managers to understand hiring, onboarding, development, offboarding, compensation and budgeting requirements. He partners the business in the identification and management of high-potential talent, and the implementation of succession plans. S/he works with the various HR teams to build programmes that would address the needs of the department. S/he manages employee issues and supports line managers in HR Operations processes.

As the main point of contact between HR and the business, the HR Business Partner/ HR Manager is an excellent communicator who aligns interests among various stakeholders to achieve business goals. S/he adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

**Responsibilities**:

- Prioritize critical open positions to be filled in consultation with line managers
- Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes
- Advise hiring managers on the principles of fair and unbiased employment selection practices
- Provide support to management in rolling-out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements
- Review needs of the workforce to recommend non-monetary benefits options to the Comp and Ben team
- Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce
- Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, re-employment and termination guidelines.
- Engage management to support organisation development and change interventions
- Collaborate with line managers to project future skills demand and supply
- Liaise with employees to evaluate effectiveness of organisation development and change interventions
- Advise line managers on resource planning options
- Facilitate the redesign of the organisation structure to achieve business outcomes
- Develop plan to deploy organisation's workforce to maximise productivity
- Guide management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation
- Facilitate talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organisation
- Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements
- Guide line managers in their understanding and usage of performance management policy, framework and processes
- Coach employees to refer to career development policy, framework and programmes for career progression in the organisation
- Define learning and development needs based on business and staff capability needs
- Analyse financial and HR data to create insights and foresights to guide decision-making
- Keep abreast of local HR trends and developments to provide further benchmarking insights on data analysis outcomes
- Resolve data availability and data quality challenges with data cleansing techniques
- Recommend alternate strategies to prevent redundancies in the organisation
- Provide advice to line managers on managing voluntary employee exits to ensure employee leaves with a positive association with the organisation
- Coach line managers to manage involuntary exits due to redundancy or other reasons
- Conduct exit interviews to gather feedback for better employee retention
- Set individual objectives, periodically reviewing and assessing performance of direct reports
- Provide coaching and advice to junior team members
- Manage internal stakeholders beyond the team and external stakeholders to achieve shared goals

**Requirements**:

- Min. degree in HR or any other business discipline
- Min. 6-8 years of work experience as a HR generalist or HR business partner
- Experience managing and working with senior stakeholders
- Familiarity with local employment law and regulations
- Knowledge of pri

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