Manpower Planning

•  Reviewing current manpower resources, forecasting future requirements and availability, and taking steps to ensure that the supply of people and skills meets demand. This includes providing estimated cost as part of budget consolidation.

•  Provide Department / Line Managers with background information for formulating short, medium and long term, manpower plans to fulfill manpower requirements. This includes business growth plans.

•  Annually review JD and update when there is change.

•  Manages and controls manpower planning, coordinating, and performing staffing strategy.

Employee Engagement Program & Culture

•  Propose employee engagement programs for designated departments, to cultivate the teamwork and sustainable engagement.

• Co-lead in the execution of working culture communication with respective Heads.

•  Understand and influence stakeholders that you are working along with.

•  Develop a strong network within HR community.

•  Foster openness and trust, as well as a collaborative mindset to act as One Team.

• Demonstrate empathy and respect people. Develop authentic relationships, through generous listening & straight talk.

Talent Acquisition

•  Identify talent needs, create job requisition, obtain approval, interview shortlisted candidates, debrief and validate candidates and conduct offer management for internal talents and external candidates.

•  Advise on the structure of packages to be offered to new hires.

•  Conducts the retention interview and exit interview; summarizes and analyses the results / feedbacks as well as identifies the root causes and areas for improvement with the solutions.

On-boarding program

•  Prepare, inform line manager and new employees the on-boarding program and coordinate to ensure the program is completed.

• Prepare and ensure accuracy of announcement of new employee and employee movement.

•  Prepare all related documents for staffing i.e. personnel requisition form, personnel action form, organization update.  

People Development

•  Understand functional career book, facilitate career plan with line manager.

•  To discuss development needs with the Learning team.

•  Ensure MBU proximities including learning proximity activities i.e. enable and facilitate One Learning a Day, provide inputs/review training plan, identify collective competency needs to support business transformation.

Organization Development

•  Participate and lead in organization structure design for designated functions.

•  Provide people insights, consult on people movement across functions.

• Support organization development activities, transformation projects and vision building processes.

•  Resolve complex and/or high-risk people issues to deliver commercial and pragmatic outcomes.

•  Provide coaching support to others (eg. People Leaders and other business leaders) in effective people management.

•  Provide HR support in firm-wide restructuring / acquisitions / ER initiatives

•  Proactive collaboration with other HRBPs to facilitate and enable the matrixed organisation.

•  Liaise with the other HRBPs in the People function to drive consistency across the business and to share best practice.

Social

•  Lead discipline, grievance, and employee relations. Assist and empower managers on individual employee relations’ issues.

Talent Development

•  Support the process of high-quality career discussions, as the first HR point of contact for a Danoner looking for advice.

•  Is the first HR point of contact for team leaders in developing individual & team performance.

•  Prepare succession planning for key positions.

•  Prepare talent review and consolidate at country level (potential proposition, succession planning).

Performance Management

•  Managing end to end on Performance Management Cycle that includes calibration meeting at local level and leading together with the Line Manager on Performance Improvement Plan.

•  Follow up, communicates, the company’s performance management system (PDR)

•  Co-Lead on yearly calibration process and consolidate performance reviews at designated functions and at company level. Expectation to work closely with heads and with the HR Director for the annually Company Performance cycle preparations.

•  Spoke person for Performance Management for annual session and will work closely with our HR Central Pool team to ensure the cycle for annual performance cycle is done smoothly.

•  Support managers for exit management (e.g. negotiation, grievance, exit interviews)

Rewards and Benefits

•  Provide advice to the Human Resource policies to ensure that they are in competitive with market and in-lined with the legal compliance

•  Manage merit increase and promotion according to company guideline and submit all data on time.

• Validate ASR exceptions for staff and provide ASR proposal for Managers and Directors

•  Challenge Team leaders/head of functions to ensure the application of ASR framework & guidelines and fairness between Danoners

• Give recommendations on salary increase to and build package proposition with approval and conduct offers management.

•  Request managers change of position classification and conduct job evaluation for position or role that has changes due to reorganization or restructuring.