Executive Human Resource Business Partner

As a HR Business Partner, you will work closely and act as a trusted advisor within the assigned depts management team and employees; collaborate and guide implementation of HR strategies aligned to the business direction and goals. Serves as 'touch point' for HOD and employees on all people related matters by providing expertise, solution, and support on their daily operational needs which includes leading and building a high-performance culture to enable achieving the vision set by the organization. Foster collaboration across sites. **HRSS** 1. Acts as a 'touch point' between Site Management, Employee and HR Support Services Team from 'HR Service Delivery' perspective. 2.Collaborate with HRSS Lead / Team to ensure relevant 'reports based on requirements' is developed and delivered to Head of HR / site management with key insights available for the report. 3. Identifies and highlight to Head of HR and/or HRSS Lead should there be any internal process(es) that need to be change for efficiency / effectiveness / improvement. Follow through with HRSS Lead to ensure timely completion and updating of the process change. **Talent Acquisition** 1. Engages with Head of HR and HODs to understand and determine current and future manpower requirement linking to business needs (current and near term - future). Provide solutions on deployment and acquisition of resources. 2.Collaborate with Talent Acquisition (TA) team on the hiring process (Mgrs and below). Similarly for Senior Mgr and above position, collaborate with CHR TA team. Ensure speed to hire turnaround time is met. 3.Responsible for the coordination with TA team and HRBP to execute the onboarding process for Executive and above employee to ensure employee experience within Kossan is ot compromised. (HRSS TA team will be responsible for the NE onboarding). 4.Responsible to conduct exit interview for Executive and above employee. Summarises, analyses and highlight to Head of HR insights from the findings to develop remedial solutions. 5.Tracks and monitor turnover / retention rates of the Plant. Initiates and develop retention strategy to improve retention of 'performing empoloyees' 6.Plan, develop and execute initiatives involving 'Employer Branding' jointly with CHR and other Glove subsidiaries. **Compensation and Benefits** 1.Responsible for the communication and engagement with all site management (HOD) on guideline, templates and processes of annual increment exercise. Follows through with all HOD to ensure timely completion and alignment to guideline. Collation of Plant submission to Head of HR to obtain approvals from GM/ED followed by MD. 2.Responsible for the coordination with HRSS to ensure all approved revised salaries are updated timely and accurately into the HRMS system and all the necessary processes and documentations is completed according to the scheduled timeline. 3.Execute and implement initiatives rolled out from CHR involving compensation and benefits to site. Partner with CHR C&B in implementing and administering competitive salary and recognition programs. **Performance Management** 1.Responsible for providing continuous support, guidance and coaching to Site management team and employees in the implementation and cascading of annual KPI, ensures completion of the different phases of PM cycle and tracks completion rates, promote and instill a high-performance work culture; and eventually linking rewards to performance. 2.Actively engages with employees, SME, other sites HRBP and vendor whenever issues and challenges arises related to Performance Management system. Seeks resolution as part of on-going system and / or process improvement. 3.Works with site management team to introduce, lead and influence change management initiatives with employees in order to drive culture change and enhance organisation wide performance management culture change. 4.Facilitates year end calibration process and provides management report on the distribution of employees by performance level. **Industrial / Employee Relations** 1.Work in collaboration with IR Centralised Services on IR cases resolution and keep abreast with HR legal requirement to ensure regulatory compliances, reducing unnecessary legal risk to the business and the overall Plant operations. 2.Aligns action plan with Head of HR and Centralized IR to manage and implement initiatives to reduce workforce tardiness, absenteeism, disciplinary and performance issues. 3.Bridges employer and employee relations by addressing demands, queries, grievances or other issues through MBWA with implementation of solutions to meet the objective to engage, nurture and drive a positive, motivating and employee centric culture workforce. 4.Implement and execute engagement action plan to employees across Plant. Communicate, engage, develops action plan and takes ownership of the "how to" of employee engagement with the objective to achieve the engagement target. 5.Responsible for provi