Business Partnering: Act as a trusted partner with business leaders to design and deploy people interventions to achieve current and future business objectives.
Talent Management: Define, develop and administer the full employee lifecycle from hire to retire, primarily focusing on workforce planning, performance management, role management, succession planning, employee engagement and retention aligned with the business objectives.
Talent Development: Develop and execute strategies to identify, nurture, and enhance the competencies of individuals, aiming to establish a sustainable pipeline of skilled and capable employees.
Workforce planning and execution: Monitor strategic workforce planning by analysing talent data, identifying skill gaps, and assisting in the implementation of reskilling, hiring, and succession planning initiatives to align with business objectives.
Stakeholder Management: Build and maintain strong relationships with key stakeholders to ensure alignment between HR strategies and business objectives.
Performance Management and Total Rewards: Formulate a competitive, cost-effective rewards and benefits plan aligned with the market to enhance employee experience and retention, while fostering a high-performance, continuous-feedback culture to achieve shared business objectives.
Change Management: Partner with leadership and stakeholders to assess change impact, manage resistance and ensure successful adoption of change management to drive organisational transformation and drive business objectives.
Coaching and mentoring: Coach and mentor business leaders/ stakeholders to lead change inititatives and drive business excellence.
Policy Management: Review and benchbark all existing HR policies by collaborating with various stakeholders to adhere to all internal and external guidelines and inline with the changing business environment.
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