Regional People & Business Partner - Tech
Grab Vietnam
Việt Nam
2 ngày trước
source : Talent Network

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.

This regional position is based in Singapore.

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

Supports managers and partners with TA on appropriate positioning of compensation for selected candidates ensuring there is internal equity maintained

Supports the assessment of cultural fit of candidates

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

Serves as the HR subject matter expert to managers, and ensure that HR practices comply with government laws

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 & team

Influence and relate to others by awareness of how they come across to others, and acting with appropriate balance of confidence and humility

Develops others by providing constructive feedback, guidance, and reinforcement to employees regarding job performance

Drives results by accepting responsibility when missed deadlines impact major project outcome

Business Partnering

Demonstrates high level of emotional intelligence, insight into own behaviour / working style and emotional resilience

Demonstrates personal credibility and impact by acting professionally, assertively, and authoritatively, articulating relevant past experience and success to instill confidence and trust in business unit / function

Is able to influence internal stakeholders on a wide range of workforce issues and in different circumstances, with a focus on the impact on grabber experience, engagement, outcomes

Uses a consulting approach with line managers and team to bring about positive impact in grabber experience, engagement and outcomes

Execution & Delivery of People matters

Demonstrates continuous development of relevant HR capability to deliver key business objectives

Consistently delivers employment strategies, policies, plans and processes in line with HR practice model and achieve key business objectives

Delivers HR policies, processes and procedures that are organisationally appropriate and supportive to line management

Effectively and appropriately supports manager in key people management areas e.g. grabbers engagement, learning and development, health and wellbeing and performance management

Able to develop and plan project plan, follow up on project performance and status.

Workforce Planning

Proposes, plans and executes Workforce Plan within the approved budget

Identifies the data sources to gather and prepare relevant workforce data to perform workforce gap analysis

Collaborates with business leaders to model and refine the current workforce profile, and project the future skills demand and supply.


Conducts salary study to support recommendations on compensation structure that aligns to the industry range and meets the organisation’s financial budget

Resolves issues or address questions related to payroll policies and procedures to ensure workforce are paid in accordance with agreed employment terms and conditions

Develops knowledge to answer Grabbers' rewards-related questions

The must haves :

A comprehensive and proven HR business partner experience in fast paced, collaborative working environment

At least 8 years of relevant experience

Minimum Bachelor Degree

Key Attributes & Skill Sets :

Strong interpersonal skills and ability to communicate and team effectively at all levels

Commercially astute to understand the business strategy in people terms and then determine how they can help deliver that strategy through targeted interventions, processes, policies, services and tools

Insights led utilising data to reinforce decision making and drive interventions that link back to the overall business strategy goals, such as time hire, talent retention

Coaching people across all areas in order to increase morale, accountability and clearer expectations

Able to get the basics right quickly to earn credibility with stakeholders

Proactive and do not wait for problems to resolve themselves which saves business units valuable time and risk

Role model what is expected to support a more cohesive work and team environment

Able to thrive in a VUCA (Volatile, Uncertain, Complex and Ambiguous) environment

Self motivated, self confident, stress resistant

Excellent English communication skills

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