SPECIALIST, HRBP

Job Purpose

Support HR processes including performance management, employee relations, and data management, ensuring smooth coordination and accurate record-keeping using HR systems, while effectively collaborating with onshore teams and stakeholders.

Key Accountability Areas

Performance Monitoring & Management:

• Communicate the start of the Performance Management cycle to eligible employees remotely and ensure goals are published on the HR Management System (HRMS).
• Provide employees and managers with clear guidelines and support related to performance reviews and calibration processes.
• Track completion status of performance reviews via HRMS to ensure alignment with guidelines and timely completion of annual evaluations.

Continuous Performance Review:

• Monitor the progress and coverage of performance conversations using SuccessFactors (SF).
• Assist in preparing and distributing communications about timelines for annual evaluations through virtual channels.
• Support managers by sharing digital resources focused on fostering a feedback culture, career development, and learning opportunities.

Employee Probation Evaluation:

• Coordinate the collection and documentation of performance data during probation remotely via HRMS.
• Notify employees of probation outcomes, including sending official confirmation or rejection letters electronically, and outline next steps.

Employee Promotions and Transfers:

• Assist in preparing lists of employees eligible for promotion based on established criteria, coordinating virtually with relevant teams.
• Facilitate the review of eligible profiles and prepare promotion letters aligned with internal guidelines.
• Receive, track, and coordinate employee transfer requests remotely, supporting the approval workflow with involved departments.
• Ensure employee records are promptly updated in HR systems following promotions or transfers.

Employee Relations:

• Ensure employee relations compliance with laws and internal policies by supporting, alignment and documentation processes.

Data-Driven HR:

• Collect, analyze, and review HR data (attrition, promotions, development activities) to generate insights and recommendations.
• Utilize SuccessFactors (SF) and other HR tools to streamline HR processes, ensuring data accuracy and accessibility.

Role Accountability

HR Proficiency:

• Ability to obtain updated soft and technical skills related to the job.

Delivery:

• Perform the planned activities to meet the operational and development targets as per delivery schedules.
• Utilize resources effectively to achieve objectives within efficient cost and time.
• Provide a periodic report formatted by detailing the deviation and execution of planned tasks.

Problem-Solving:

• Solve any related problems arise and escalate any complex operational issues.

Quality:

• Ensure quality requirements to develop effective quality control and processes including specifications for products or processes or related activities.

Business Process Improvements:

• Coordinate well-defined written systems, policies, procedures, and seek automations opportunities as much as possible.

Compliance:

• Comply to related policy and procedures and work instructions.

Health, Safety, and Environment:

• Ensure compliance of relevant safety, quality, and environmental management procedures and controls within defined area of work activity to guarantee safety, legislative compliance, and delivery of high-quality products/services.

Academic Qualification

Work Experience

Technical / Functional Competencies