People Operations Business Partner

Job Description:
Get to know our Team:
The People Operations (Pops) team strives to revolutionize human resources the same way that Grab has revolutionized transportation. We serve to find, grow and keep the remarkable assemblage of talent who are our Grabbers.

Get to know the Role:
The People & Business Partner is responsible for aligning business objectives with key stakeholders and employees in designated business functions. Provides People expertise and counsel to management covering a full range of HR disciplines including organizational effectiveness, employee relations, performance management, career development, compensation and workforce planning.

The day-to-day activities:
Key responsibilities and scope include, but not limited to:
Shape Organization Culture
- Partners with leaders to translate insights from people dashboards into plans that will generate positive morale
- Works closely with business and employees to improve work relationships, build morale, and increase productivity and retention.

Influence Organization Design & Structure
- Partners with the business on assessment of current state and future manpower requirement
- Provides guidance to managers on justification of HCs and assessment of grades of these HCs
- Partners with leaders on drawing out the most optimum org structure that can support the current business requirement with flexibility to adjust to future needs
- Execute talent management framework and processes to identify, develop and retain talent to meet present and future needs
- Recommend and deploy assessment tools to identify high-performing individuals

Support organization learning needs
- Facilitates the learning needs analysis process in order to determine gaps, key developmental areas and liase with Pops Learning Team and business to deliver appropriate interventions

Performance Management
- Provide support to managers to cascade and communicate their key performance indicators to their team members and develop performance goals that are aligned to business requirements.
- Support & coach managers on how to have effective performance evaluation conversations
- Able to effectively facilitate calibration of ratings to ensure there is a uniform standard for performance across the organization
- Coach managers on how to structure performance improvement plans and then have effective conversations around improvement areas with employees
- Support managers on handling grievances that arises as a result of performance assessment outcomes of employees

Partner across HR to deliver integrated solutions
- Educates and coaches managers on conducting effective assessment of potential hires
- Partners with TA on communication of offer and closure of difficult offers
- Educates managers on merit planning process and provides advisory on the planning and execution
- Partners with Rewards to ensure the needs of the business is met

Facilitate Change Management
- Help people understand why change is important using various communication medium, and operationalizes projects and initiatives as set forth by the higher-level plan
- Help shape the direction of change by identifying intended outcomes and steps for initiating change
- Applies flexibility to take feedback into consideration while implementing organizational change
- Be able to articulate the tensions between the need for change (flexibility, adaptability) and stability (standardization) appropriately

Manage Employee Relations & Labour law compliance
Applies experience and expertise to research solutions, and recommends policy changes to support business needs, and outline the business impact and risks in connection with labour relations, including ethical, legal and regulatory requirements, and oversees risk management issues
- Actively educate employees and managers on how to stay within legal guidelines regarding on-the-job behavior, investigate workplace violations, and respond to stakeholder queries though a combination of referring to internal experts, and/or interpreting both policies and changes to policy
- Manage employee exit processes, including conducting exit interviews, and individual communications (voluntary separation) to evoke positive pride of association with the organisation upon employee exits.
- Implements solutions for designation function/ department (including and not limited to conduct investigations of workplace policy violations)

Grabber Data Management
- Perform & complete all Workday Business Process (from initiating new request to reviewing and approving process) in a timely manner
- Extract Workday reports to analyze workforce trends, track actual headcount vs budget, and use insights to appropriate action from stakeholders
- Keep abreast of changes in Workday business process and new module deployment in order to act as champion of Workday system
- Understand, use and master use of all People Operations Systems in order to maintain Grabber data accuracy

Manage and/or coach people &