Strategic partnering
Build and sustain high trust relationships with internal and external stakeholders. Advise, influence, and guide people related decision making to deliver long term business growth and organizational resilience.
Demonstrate deep understanding of our business model and labor relations. Stay updated of external factors, market practices, competitive intelligence, and talent trends to design effective, cost efficient people solutions.
Collaborate with functional leaders on critical HR priorities—from workforce planning and talent acquisition to performance management, leadership development, career progression, succession planning, mobility, and strategic talent reviews.
Translate business objectives into actionable HR strategies. Anticipate and address organizational challenges with solutions that align workforce priorities to enterprise goals.
Organization Structure & Headcount planning
Build and maintain the right organizational structure aligned with strategic business objectives. Promote optimal ways of working to drive productivity and ensure a fit for purpose, high performance organization.
Provide monthly updates on manpower status to Functional Directors, delivering clear insights that support informed decision making and proactive workforce management.
Partner with the Sales Director and Department Heads to plan and execute annual headcount requirements, ensuring alignment with business priorities and resource optimization.
Talent & Capability
In collaboration with Talent & OD teams to:
Distribute relevant training and development reports, providing actionable insights to stakeholders for continuous improvement.
Identify and nurture high potential employees for leadership and critical roles. Accelerate their development and readiness to meet future organizational needs.
Conduct Training Needs Analysis (TNA) for the partnering function, prepare comprehensive training plans and budgets, manage delivery, and collaborate closely with the Sales Capability and Training Manager to ensure impactful learning outcomes.
Define, align, and implement talent strategies that strengthen organizational capability and drive performance in line with business objectives.
Strategically build and maintain robust talent pipelines and succession plans for critical and leadership positions in respective functions, ensuring business continuity and long term growth.
Facilitate organizational learning & development consistent with Talent Management priorities. Ensure competency frameworks are established, assessed, and followed up across functional teams.
Actively participate in the selection process for Sales hiring, ensuring recruitment decisions align with organizational standards, talent strategy, and business needs.
Oversee the design and execution of development plans for identified successors, ensuring readiness for future leadership responsibilities.
Culture Development
Develop and execute tailored engagement initiatives for functional teams, fostering collaboration, motivation, and performance.
Provide expertise advice, consultancy, and coaching to leaders and teams, enabling informed decisions and effective people management.
Deliver solutions that focus on the moments that matter most to employees, enhancing engagement and overall employee experience.
Shape and embed a designated culture aligned with the Group’s values to strengthen employee engagement and drive sustainable company growth.
Build and sustain a high performance organization by aligning culture, engagement, and employee experience with strategic business objectives.
Performance Management
Ensure the effective implementation of a performance management system for the Sales function, facilitating performance planning, development, training, and succession planning.
Together with Talent & OD team to conduct refresher workshops on performance management interventions to strengthen line managers’ skills and improve consistency in practice.
Ensure that performance outcomes are consistently aligned with compensation and benefits policies, reinforcing a culture of meritocracy and sustaining a high performance organization.
Provide ongoing coaching and support to line managers and staff, enabling them to apply performance management practices effectively and drive accountability.
Industrial Relation
Handle employee complaints and disciplinary breaches effectively, sustaining compliance with labour laws and reinforcing a fair, transparent workplace culture.
Deliver consultancy services on labour law and regulatory applications to managers and staff, ensuring compliance and fostering a disciplined, positive working environment.
Update and coach line managers on people management best practices through targeted HR interventions, strengthening leadership capability and consistency.
Others
Partner with Center of Excellence (COE) to ensure best employment service for employees including but not limited to training, pay, administration & facilities
Delivers a service that exceeds customer needs
Lead transformation initiatives and change management efforts as required, enabling organizational agility and sustainable growth.
Collaborate with COEs to deliver best in class employment services for employees, including training, compensation, administration, and facilities.
Build and execute the annual HR budget for the Sales function, ensuring resources are allocated effectively to support organizational priorities.
Deliver HR services that exceed stakeholder expectations, reinforcing trust and organizational effectiveness.
Lead transformation and change management when and where required
Use HR reports to generate actionable insights and consult with business leaders on decisions that strengthen workforce performance.
Conduct exit interviews and complete the leaver process
Conduct exit interviews and manage the leaver process, capturing insights to improve retention and employee experience.
Build and execute HR budget for sales annually
Leverage data analytics to drive solutions and decisions, translating insights into actionable plans that impact the bottom line and enable business strategy.
Use HR reports to generate insights and consult business with actions
HR Projects
Execute HR special projects as and when required to enhance the efficiency of HR activities
