In this role, you will be a strategic HR advisor who builds strong partnerships with the senior leaders and the HR Centres of Excellence (COE) teams to develop and execute the People Strategies. This position primarily serves as a HR Business Partner to business unit(s) within the College of Science (CoS), which comprises the Asian School of the Environment, the School of Biological Sciences, the School of Chemistry, Chemical Engineering and Biotechnology, and the School of Physical and Mathematical Sciences.

Responsibilities:

• Establish strong partnership with the business units to drive organizational effectiveness while implementing HR programmes and initiatives
• Actively identify gaps and opportunities where people-related risks can be minimized and influence solutions/outcomes
• Provide advice on HR policies and procedures including but not limited to the following areas - employment legislation, talent management, performance management, recruitment, manpower planning, rewards strategies and employee engagement;
• Establish clear understanding of the hiring requirements of the Business Units and work closely with NTU’s Shared Services team on the hiring of talents and appointment/re-appointment of staff on a timely basis.
• Be a facilitator and HR advisor to senior leaders in managing matters pertaining to industrial relations, employee grievances, conduct and discipline.
• Provide advice to stakeholders on policy changes, collaborate with senior leaders and functional HR Centre of Excellence to drive all HR initiatives such as manpower planning and projection, budget planning, employee engagement surveys, people development programs, change management plans, performance management etc.
• Depending on the eventual deployment of units which the HR Business Partner will support, he/she may be required to supervise a small team of HR professionals.

Requirements:

• Degree with at least 8-10 years of relevant working experience in the Human Resources function, preferably in a HR Business Partnering role.
• Good Knowledge of Employment Act and Labour Laws
• Excellent communications and interpersonal skills with strong ability to engage and influence stakeholders at various levels
• Demonstrates flexibility and adaptability according to changing needs and priorities
• Collaborative and is comfortable working in a matrix structure with multiple priorities
• Resourceful and possess strong initiative to drive changes
• Ability to work independently as well as be active team members within and across the HR team.

Please note that successful candidates will be offered a 3-year contract with full benefits at the first instance. You can look forward conversion into a permanent appointment, subject to candidate’s good work performance and the University’s prevailing guidelines. Appointment titles (i.e. Manager/ Assistant Director etc.) offered will commensurate with candidate’s prior work experiences.
We regret that only shortlisted candidates will be notified.
Hiring Institution: NTU

• Establish strong partnership with the business units to drive organizational effectiveness while implementing HR programmes and initiatives
• Actively identify gaps and opportunities where people-related risks can be minimized and influence solutions/outcomes
• Provide advice on HR policies and procedures including but not limited to the following areas - employment legislation, talent management, performance management, recruitment, manpower planning, rewards strategies and employee engagement;
• Establish clear understanding of the hiring requirements of the Business Units and work closely with NTU’s Shared Services team on the hiring of talents and appointment/re-appointment of staff on a timely basis.
• Be a facilitator and HR advisor to senior leaders in managing matters pertaining to industrial relations, employee grievances, conduct and discipline.
• Provide advice to stakeholders on policy changes, collaborate with senior leaders and functional HR Centre of Excellence to drive all HR initiatives such as manpower planning and projection, budget planning, employee engagement surveys, people development programs, change management plans, performance management etc.
• Depending on the eventual deployment of units which the HR Business Partner will support, he/she may be required to supervise a small team of HR professionals