HR - Human Resource Business Partner

at  Activate Interactive Pte Ltd

Activate Interactive Pte Ltd (“Activate”) is a leading technology consultancy headquartered in Singapore with a presence in Malaysia and Indonesia.Our clients are empowered with quality, cost-effective, and impactful end-to-end application development, like mobile and web applications, and cloud technology that remove technology roadblocks and increase their business efficiency.
We believe in positively impacting the lives of people around us and the environment we live in through the use of technology. Hence, we are committed to providing a conducive environment for all employees to realise their full potential, who in turn have the opportunity to continuously drive innovation.
We have opportunities for you to grow your career path and are looking for talented professionals to join our team.
Position Overview:
The Human Resource Business Partner (HRBP) plays a crucial role in aligning HR strategies with the overall business objectives of the organization. This role acts as a key liaison between the HR department and various business units, collaborating closely with leadership and staff to support and drive the achievement of organizational goals. The HRBP provides proactive HR consultation, strategic guidance, and expertise to business leaders, while also ensuring the effective implementation of HR programs and initiatives.
Key Responsibilities:

1. Strategic HR Planning & Business Partnering:

• Collaborate with business leaders to understand business objectives and challenges, translating them into HR strategies and action plans.
• Develop and implement HR initiatives that support the organization’s long-term vision, growth, and manpower planning.
• Collaborate with business leaders to understand their objectives, challenges, and manpower needs.
• Develop a strong working relationship with department heads and key stakeholders to provide proactive HR support and solutions.

1. Employee Relations:

• Act as a trusted advisor to managers and staff, providing guidance on HR policies, procedures, and best practices.
• Manage staff relations issues, conduct investigations, and mediate conflicts to maintain a positive work environment.

1. Talent Acquisition and Onboarding:

• Partner with business leaders to identify and hire top talent that aligns with the business needs and culture.
• Oversee the onboarding process to ensure new staff have a smooth integration into the company.

1. Performance and Talent Management:

• Advise managers on performance management processes, including goal setting, performance reviews, and development plans.
• Support the identification of high-potential staff and assist in creating succession plans.

1. Learning and Development:

• Collaborate with relevant HR team members and/or business leaders to identify skill gaps and training needs within the business units.
• Assist in the design and implementation of employee development programs.

1. Compensation and Benefits:

• Work with relevant HR team members to ensure competitive and fair compensation and benefits structures that attract and retain talent.
• Provide insights and recommendations on salary adjustments, promotions, and bonuses.

1. HR Metrics and Reporting:

• Analyze HR data and metrics to identify trends and insights that inform decision-making.
• Prepare regular reports for management on key HR metrics and their impact on the business.

1. HR Policy and Compliance:

• Ensure compliance with labor laws, regulations, and company policies across the business units.
• Advise management on potential risks and propose mitigation strategies.

REQUIREMENTS

• Bachelor’s degree. Master’s degree or HR certifications are advantageous.
• Proven experience as an HR Business Partner or HR Generalist, ideally in a fast-paced corporate environment in the IT industry.
• To succeed, minimum 5-7 years of HR business partnering, or 7-10 years combined HR business partnering, HR generalist and HR specialist experience are likely required.
• In-depth knowledge of HR best practices, employment laws, and regulations.
• Strong interpersonal, communication, and influencing skills to build effective relationships with stakeholders at all levels.
• Demonstrated ability to think strategically and broadly and translate business objectives into HR solutions.
• Analytical mindset with the ability to use data to drive HR decisions.
• A proactive approach with the capacity to thrive in a dynamic and evolving organization.

Please refer the Job description for details