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Position Description The main purpose of the HR Business Partner is to support the Head of HR - SEA in partnering with the business to ensure that the appropriate level of HR support and service is provided to them according to their business requirements in Singapore. This will include providing HR support in organizational design, workforce planning, reward and recognition, manage the recruitment, selection and induction of new staff, be involved in terminations and exit procedures, provide general policy advice on employment related matters, be a key contact for employee relations issues, participate in regular performance review as well as ad hoc projects. This, like all roles within CITIC CLSA's HR team is a hands‐on role and requires the ability to multi‐task while maintaining a keen eye for detail and a commitment to quality, timeliness and first class client service. Key Areas of Responsibilities HR Relationship Management: - Develop and maintain effective relationships with client groups, providing support, guidance, training and knowledge sharing as required. - Co‐ordination of HR services, projects and activities within client groups as required - Establish, develop and maintain positive and highly functioning client relationships - Answering general policy and procedure enquiries Recruitment Joiner and Transfer Process: End to end management and execution of the recruitment, joiner, and transfer process, including: - Providing support to hiring managers in determining the appropriate recruitment strategy - Engaging recruiters and ensuring terms of business are agreed and work closely with Talent Acquisition team on sourcing plans and/or to onboard new recruiters (if required) - Advising managers on the hiring process and assisting to secure all appropriate approvals - Preparing salary proposals in partnership with regional C&B team as needed - Scheduling and coordinating interviews on behalf of managers, and conducting interviews as required - Reviewing of offer letters and all other documentation - Ensuring appropriate pre‐employment checks are completed, thoroughly reviewed, issues resolved and signed off in a timely manner - Management of the relocation process, ensuring relocations are executed efficiently and effectively in accordance with company policy - Liaison with Compliance and other departments as required for the onboarding of new and transferred staff - Ensuring joiner documentation and audit trails relating to new joiners are complete - Delivering HR inductions for own client groups as needed Leaver Process: - Providing advice to managers on termination processes and leaver administration - Oversight of termination process, including ensuring all paperwork is correct and processes are followed to ensure the business is protected from loss and disruption - Conducting exit interviews, and ensuring exit statistics are captured for all staff voluntarily resigning Correspondence and Documentation: - Ensure that the appropriate correspondence is in place to confirm key employment milestones such as probation confirmation, salary confirmation, promotion letters, contract extensions, etc. with the assistance of HRBP support - Maintenance of Job Descriptions - Completing all other administrative elements supporting the Client Relationship / Generalist HR function Learning & Development: - Ensure mandatory training are administered and monitor attendance - Co‐ordinate and arrange in house training sessions as required Compensation & Benefits: - Gather market intelligence (recruiters, competitors etc.), benchmarking positions, making salary review and other recommendations in conjunction with the Compensation and Benefits team as required - Complete robust job matching for salary surveys as required - Bonus checking and coordinating the efficient and effective distribution of Total Compensation statements within the relevant client groups (in conjunction with the project lead and C&B team) - Support and execute the bonus communication process in region of responsibility Reporting tasks - Ensure all regular reporting are completed with the appropriate level of detail and within time deadlines e.g., recruitment activity, work permit expiry, contract expiry, probation expiry, leave reports, etc. Projects and Initiatives - Assist as required with global HR initiatives and processes - Ad‐hoc involvement in local or global initiatives - Assist Head of HR with generalist projects based on business needs HR Policy & Procedure - Proactively identify needs to draft, amend or streamline HR P&P and liaise with regional POC team accordingly Team support - Providing back up cover for other team members as required - Leading by example and providing support and guidance to the wider HR team
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