HRbp

1 week ago

Petaling Jaya, Malaysia Kimberly-Clark Full time

HRBP

**HR Business Partner**

**Purpose of the Role**:
This role is responsible for strategic and effective HR partnering with leadership team of K-C Regional Services as well as supporting implementation of our people strategy. This is achieved through proactive involvement in the strategic plans, the development and implementation of sound HR practice.

The role holder must be able to easily understand and champion the relevant global/regional processes and programs with localization, which is designed to accelerate KC culture and performance.

This is a People Manager role with 1 HR team member.

This role reports into HR Director for K-C Malaysia.

**Key Accountabilities**:
Essential roles, responsibilities and activities expected from this role include:
**Strategic Positioner**

**HR Consulting**
- Manages multiple HR projects and diverse consulting relationships.
- Evaluates HR solutions provided to leadership team and advises on further improvement plans.
- Delegates line leadership team support quickly and effectively for HR issues.
- Consults with leaders on a wide range of HR issues.
**Relationship Management**
- Maintain productive, long-term relationships with leadership team
- Conducts periodic reviews of work effort, progress, issues, and successes.
- Creates opportunities based on business unit priorities.
- Communicates to leadership team regarding expectations of all parties.
- Establish collaborative, healthy relationships.
**Business Acumen**
- Demonstrates strong foundation of business fundamentals, measurement, and business finance.
- Explains advantages and risks of using business simulations for critical business decisions.
- Demonstrates a big picture understanding of the business, its interrelationships, and priorities.
- Designs the organization's planning processes and decision-making channels.
- Work with leadership team to develops relevant business cases.
**Capability Builder**

**Employee Relations**
- Monitors employee relations benchmark such as engagement, retention and turnover.
- Evaluates and updates practice for employee grievances, performance or disciplinary actions
- Advises on employment rights when dealing with employee relations issues.
- Consults leadership team on effective employee relations practices and strategies.
- Plays a leadership role in delivery the full spectrum of employee relations functions.
**Talent Management**
- Lead, develop and execute talent development agenda with the partnership of Talent Partner to drive development of internal talent pipeline through talent review & succession planning with talent partner support.
- Evaluates all talent initiatives and ensures smooth processes for talent management programs.
**Compensation Management**
- Oversees the implementation of compensation programs within the organization.
- Advises the leadership team on compensation issues, such as pay structure.
**Change Champion**

**Organizational Change Management**
- Plans, implements, and manages change in a variety of significant settings.
- Translates the desired organizational traits to tactical steps and procedures.
- Communicates impact of changes.
- Works with team to identify and remove obstacles to change.
- Monitors effectiveness of the change effort including extent of acceptance.
- Evaluates impact of changes outside across the organization.
**Decision making and Critical Thinking**
- Uses effective decision-making approaches such as consultative, command, or consensus.
- Leverages experience in analyzing relevant data and assessing implications of alternatives.
- Identifies decision options and points and predicts their potential impact.
- Evaluates past decisions for insights to improve decision-making process.
- Makes sure assumptions and received wisdom are objectively analyzed in decisions.
**Technology Proponent**
**Analytical Thinking**
- Identifies many possible causes for a problem based on prior experience and current research.
- Quantifies the costs, benefits, risks and chances for success before recommending a course of action.
- Seeks discrepancies and inconsistencies in available information; explains variances.
- Organizes and prioritizes the sequence of steps to be taken to remedy the situation.
- Approaches a complex problem by breaking it down into its component parts.
**Credible Activist**

**HR Policies, Standards and Procedures**
- Monitors organizational compliance of HR policies, standards and procedures.
- Advises on existing and evolving standards and procedures and their impact on HR operations.
- Evaluates the impact of standards and policies across functional specialties.
- Manages change and helps organization adjust to unforeseen HR issues that arise.
- Collaborates with other functions in establishing and documenting joint standards.
- Directs the development of organizational policies and practices.
**HR Legal and Regulatory Environment**
- Advises on federal, state or local laws and applies them to the organizat

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