Director, HR Business Partner, Southeast Asia Markets

at  RGA

Position Overview
Plans, manages, and implements forward-thinking HR strategies and initiatives. Provides a single point of contact to leaders to provide strategic leadership and expertise in implementing HR initiatives that align the people capabilities with the business strategies. Understands the business issues and creates solutions that address current and future needs. Guides leaders to build their functional people strategy aligned to global RGA strategies (philosophies, programs, initiatives) always balanced with local customs and regulations. This role builds relationships and works with business leaders and their organizations to provide comprehensive, professional HR guidance and support with the objective to clarify strategy, manage talent, create value added organizational capabilities and deliver supporting HR strategies. The role also acts as a liaison with internal clients to ensure that HR services are aligned to achieve business strategy.
The role also resolves complex problems within business group; works independently with minimal guidance and is viewed as a knowledge resource by others. This role influences and executes Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a high performing workforce.
The role has an oversight responsibility to review the payrolls for Malaysia and Singapore, ensuring they are properly executed and meet all regulatory and corporate requirements.

Responsibilities

• Develop HR strategies aligned to business strategies, provides resources and builds relationships that focus on mission/objectives to drive business growth.
• Strong proficiency in data and analytics, technology, and business acumen: extracts data from various HR systems and leverages data visualization and graphing methods to extract meaning and trends. Uses effective storyboarding to develop compelling narratives from data to influence business decisions.
• Plans and manages forward-thinking HR initiatives that accelerate the strategic business objectives for assigned business groups.
• Translates the business strategies to guide leaders in building and implementing their functional people strategy aligned to global RGA strategies (philosophies, programs, initiatives) always balanced with local customs and regulations.
• Coordinates implementation of functional people strategies across regions
• Create, maintain, and update resources, practices and policies with their jurisdiction
• Either develop policy in response to local requirements or apply/adapt local policy
• Serves as the initial point of advice, problem resolution, and facilitation in the areas of employee relations, performance management, employee discipline, compensation, and training; advises both team member and management regarding policies; research, identifies and analyzes specific concerns and makes appropriate recommendations
• Focus on business unit and team across geographies / functions for projects and breadth of experience
• Serves as a business partner to line management and employees to provide service and support in a variety of HR functions, with an emphasis in employee engagement, performance management, employee relations, management training and organizational development, compensation and benefits administration, and rewards and recognition.
• Ensures department alignment and coordination with all other areas of the company to achieve corporate business goals.
• Maintain knowledge of progressive HR practices and key trends.
• Effectively serves as a change leader or champion.
• Ensures compliance with Federal and State employment laws and regulations with regard to the development and adherence of policies and procedures.
• Identify new opportunities where HR can add value to the business.
• Maintains regular and predictable attendance.
• Performs other duties as assigned.

Requirements

EDUCATION AND EXPERIENCE

Required

• Bachelor’s Degree or equivalent related work experience
• 10 years of related human resources experience
• 5 years of strategic HR business partner experience
• Proficiency in spoken and written English
• Good knowledge of employment laws in Malaysia and Singapore

Preferred

• Master’s Degree in Human Resources, MBA
• Experience working in a global, matrix organization
• Insurance or Financial Services experience
• A second language – Bahasa Malaysia

COMPETENCIES, SKILLS, AND ABILITIES

HRBP’s Specific Core Competencies

• Consultation
• Strategic Business Partnerships
• Decision Analytics
• Change Champion

General Business Core Competencies

• Ability to positively influence and collaborate with senior business leaders.
• Requires expanded conceptual and practical expertise in own discipline and broadens capabilities and basic knowledge of related HR disciplines
• Understands key business drivers; uses this understanding to accomplish own work
• Solves problems in straightforward situations; analyzes possible solutions using technical experience and judgment and precedents
• Impacts quality of own work and the work of others on the team; works within guidelines and policies
• Explains complex information to others in straightforward situations
• Knowledge of broad business practices
• Intermediate presentation and training skills and ability to create strong, effective PowerPoint presentations.
• Ability to analyze and improve business processes.
• Advanced ability to liaise with individuals across a wide variety of operational, functional, and technical disciplines.
• Intermediate skills in consulting on HR practices, recruiting/talent acquisition, associate relations, and employment laws. In addition to leading and consulting, must have hands-on skills.
• Advanced skills in conflict resolution, handling face-to-face confrontations, mediating groups and achieving positive results.
• Advanced skills in conducting workplace investigations and knowledge of legal laws and issues relating to investigations.
• Ability to assess sensitive and complex associate relations issues in an objective and systematic manner.
• Ability to work well within and manage a team
• Ability to foster teamwork and a customer service-focused environment.
• Ability to quickly adapt to new methods, work under tight deadlines and stressful conditions.
• Advanced oral and written communication skills, demonstrating the ability to convey business terminology that is meaningful and well received
• Advanced investigative, analytical, and problem-solving skills
• Ability to work well within a team environment, participate in department/ team projects and balance details with departmental objectives
• Advanced ability to manage multiple projects and/or teams simultaneously
• Advanced ability to translate business needs and problems into viable/ accepted solutions
• Advanced skills in customer relationship management and change management
• Ability to resolve conflict and foster teamwork
• Advanced persuasion and negotiating skills when working with internal/ external customers

Company Overview
Reinsurance Group of America, Incorporated (NYSE: RGA), a Fortune 500 company, is a global industry leader specializing in life and health reinsurance and financial solutions that help clients effectively manage risk and optimize capital. With headquarters in St. Louis, Missouri, and operations around the world, RGA delivers expert solutions in individual life reinsurance, individual living benefits reinsurance, group reinsurance, health reinsurance, facultative underwriting, product development, and financial solutions.
RGA has been named to Fortune magazine’s 2024 list of the World’s Most Admired Companies, an acknowledgement that reflects our legacy of innovation, dedicated client focus, community responsibility, commitment to diversity, and long-term value creation. RGA has approximately $3.7 trillion of life reinsurance in force as of December 31, 2023. To learn more about RGA and its businesses, visit www.rgare.com.

• Develop HR strategies aligned to business strategies, provides resources and builds relationships that focus on mission/objectives to drive business growth.
• Strong proficiency in data and analytics, technology, and business acumen: extracts data from various HR systems and leverages data visualization and graphing methods to extract meaning and trends. Uses effective storyboarding to develop compelling narratives from data to influence business decisions.
• Plans and manages forward-thinking HR initiatives that accelerate the strategic business objectives for assigned business groups.
• Translates the business strategies to guide leaders in building and implementing their functional people strategy aligned to global RGA strategies (philosophies, programs, initiatives) always balanced with local customs and regulations.
• Coordinates implementation of functional people strategies across regions
• Create, maintain, and update resources, practices and policies with their jurisdiction
• Either develop policy in response to local requirements or apply/adapt local policy
• Serves as the initial point of advice, problem resolution, and facilitation in the areas of employee relations, performance management, employee discipline, compensation, and training; advises both team member and management regarding policies; research, identifies and analyzes specific concerns and makes appropriate recommendations
• Focus on business unit and team across geographies / functions for projects and breadth of experience
• Serves as a business partner to line management and employees to provide service and support in a variety of HR functions, with an emphasis in employee engagement, performance management, employee relations, management training and organizational development, compensation and benefits administration, and rewards and recognition.
• Ensures department alignment and coordination with all other areas of the company to achieve corporate business goals.
• Maintain knowledge of progressive HR practices and key trends.
• Effectively serves as a change leader or champion.
• Ensures compliance with Federal and State employment laws and regulations with regard to the development and adherence of policies and procedures.
• Identify new opportunities where HR can add value to the business.
• Maintains regular and predictable attendance.
• Performs other duties as assigned