Assistant / HR Manager - Business Partner (East)

Company description:

ST Logistics Pte Ltd

Job description:

Job Function: Human Resource (HR)

Job Summary: The HR Operations Support Specialist is responsible for providing HR consulting to the business. He/She liaises with line managers to understand critical requirements, project future skills demand, and collaborates with hiring managers to prioritize requirements. He/She supports the business leaders to assimilate new hires into the organisation effectively. He/She guides learning managers to focus on learning programmes to bridge staff capability gaps and build new skills. He/She supports the business in the identification and management of high-potential talent and the implementation of succession plans. He/She advises on non-monetary benefits options to the compensation manager to align it with workforce needs. He/She manages employee issues and supports line managers in exit and retirement processes. As the main point of contact between HR and the business, he/she is an excellent communicator who aligns interests among various stakeholders to promote a cooperative and collaborative work environment. He/She adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

Job Responsibilities/Key Tasks (External):

1. Plan HR and workforce strategy and organisation development
   • Assist to develop a plan to deploy the organisation's workforce to maximise productivity in pursuit of organisational vision, mission, strategy and plans in consultation with stakeholders.
   • Collaborate with line managers to project future skills demand and supply.
   • Advise line managers on resource planning options.
   • Facilitate the redesign of the organisation structure to deliver its vision, mission, strategy and plans in an effective and efficient manner.
   • Liaise with employees to evaluate the effectiveness of organisation development and change interventions.
   • Support senior management to review organisation development and change interventions.
2. Attract talent
   • Recommend sourcing channels to source the right candidates in line with business needs.
   • Prioritize critical open positions to be filled in consultation with line managers.
   • Guide hiring managers in selection of candidates with the right competencies, experience and culture fit through effective screening and assessment processes.
   • Advise hiring managers on the principles of fair and unbiased employment selection practices.
   • Provide advice to business leaders and managers to position the organisation as an employer of choice to secure candidates.
   • Secure involvement of business leaders in the onboarding processes to assimilate new hires effectively.
   • Guide onboarding managers to enhance the effectiveness of orientation, induction and assimilation programmes.
3. Develop talent
   • Define learning and development needs based on business and staff capability needs.
   • Guide employees to refer to career development policy, framework and programmes for career progression in the organisation.
   • Guide line managers in their understanding and usage of performance management policy, framework and processes.
   • Guide line managers to cascade key performance indicators and performance goals to employees aligned to business requirements.
   • Support talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organisation.
   • Guide senior management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation.
4. Engage talent
   • Guide line managers in the usage of compensation strategies and programmes to attract, motivate and retain workforce.
   • Review needs of the workforce to recommend non-monetary benefits options to the Compensation and Benefits manager.
   • Provide support to senior management in rolling out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements.
   • Manage labour relations to achieve work harmony and progress towards organisational goals.

Job Requirements:

• Proficiency in basic MS Office Applications / Microsoft Power Platform Applications.

Professional Qualifications & Relevant Experience:

- Degree / Diploma in Human Resource Management or a related field.
- 5 to 8 years of HR experience.