About this role
1. HR Business Partnering
- Act as the HR point of contact for assigned COMMERCIAL locations/functions and provide timely support on people-related matters.
- Understand business manpower and employee requirements and coordinate with relevant HR teams for resolution.
- Provide practical HR guidance to managers on employee lifecycle and workplace matters.
2. HR Process & Policy Execution
- Ensure timely execution of annual HR processes including performance management, goal setting, employee confirmations, talent reviews, engagement initiatives and other people processes.
- Identify process gaps and recommend improvements to the DGM/Head of HR.
3. Workforce & Manpower Coordination
- Maintain visibility of headcount, vacancies, new joiners, exits, transfers and other workforce movements for assigned areas.
- Coordinate with business managers and Talent Acquisition on manpower requirements and recruitment priorities.
- Monitor open positions and recruitment progress and highlight delays or critical gaps.
- Support internal movements, transfers and organizational changes as required.
4. Performance Management
- Coordinate the performance management cycle for assigned teams and ensure completion within defined timelines.
- Support managers in goal setting, mid-year reviews and year-end evaluations.
5. Employee Engagement & Employee Connect
- Execute employee engagement initiatives across assigned COMMERCIAL locations/functions.
6. Employee Relations
- Manage routine employee relations matters including grievances, counselling, absenteeism, behavioural concerns and workplace issues.
- Ensure timely and appropriate resolution of employee concerns in consultation with People Managers.
- Escalate high-risk, sensitive or complex cases to the DGM/Head of HR and relevant stakeholders.
7. Talent & Development Support
- Support the execution of talent review and succession planning processes for assigned teams.
- Maintain visibility of identified talent, development actions and career movements.
- Coordinate with L&D for training and capability-building requirements identified by the business.
- Track completion and participation in relevant learning initiatives.
- Support internal mobility and career development processes.
8. HR Operations & Employee Lifecycle
- Ensure smooth execution of employee lifecycle activities including onboarding, confirmation, transfers, promotions, exits and other employee movements.
- Coordinate with HR Operations, Payroll and relevant teams for timely resolution of employee queries.
- Ensure employee records and HR systems are accurately updated.
- Monitor adherence to defined HR service timelines and escalate unresolved issues.
- Support HR process digitization and automation initiatives.
9. HR Compliance & Governance
- Ensure adherence to HR policies and applicable statutory requirements within assigned areas.
- Support compliance requirements relating to POSH, employee documentation, labour regulations and other applicable HR processes.
10. HR MIS & Analytics
- Analyse workforce data and highlight trends, risks and exceptions to the DGM/Head of HR.
- Prepare periodic HR reports and presentations for business reviews.
11. HR Projects
- Support execution of BU-wide HR projects and initiatives led by the DGM/Head of HR.
- Own defined workstreams and ensure timely completion of project deliverables.
- Coordinate with HR COEs and business stakeholders for implementation.