Strategic HR Partnering:
> Act as a trusted advisor to functional leaders and department heads, supporting both strategic and day-to-day HR needs across Direct and Indirect Labour workforces.
> Understand and anticipate business requirements to proactively drive change and improve organizational effectiveness.
Workforce Engagement & Development:
> Lead and implement People Development strategies including training, upskilling, talent identification, and career pathing for all employee groups.
> Drive employee engagement, retention, and well-being initiatives to foster a productive and positive workplace culture.
Talent & Succession Planning:
> Partner with leaders to implement robust succession and talent development plans for key roles across both direct operational staff and indirect functional roles.
> Provide insights and support on leadership development and workforce planning.
Employee Relations & Compliance:
> Manage disciplinary, grievance, and conflict resolution matters with professionalism and legal compliance.
> Ensure full adherence to local labor laws, company policies, and ethical standards across all levels of the organization.
Performance & Reward:
> Implement and manage the company’s performance management system to ensure fair and consistent evaluations across all levels.
> Review and monitor compensation and benefits structures to maintain internal equity and market competitiveness for both direct and indirect staff.
HR Operations & Process Excellence:
> Serve as the single point of contact for local HR core processes and initiatives at the Business Unit level.
> Support continuous improvement of HR processes, tools, and systems, ensuring a seamless employee experience.
Change Management & Culture Building:
> Lead cultural transformation initiatives that align with company values and support business growth.
> Promote collaboration across sites and with international teams to reinforce a consistent and inclusive company culture.
Legal & Industrial Relations:
> Represent the company’s interest in employment-related legal proceedings and industrial disputes.
> Maintain effective communication with union representatives or employee committees (if applicable), ensuring constructive dialogue.
