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
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
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.
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