Senior HRBP/People Business Partner - Logistics/Supply Chain Operations

Senior HRBP - People Business Partner Logistics Business - SCO

Key Responsibilities:

• Manpower Planning for the BUs aligning to strategic plans of the company
• Collaboration and strategic alignment for preparing manpower requirement with all the Function Heads / Business Unit Heads per the productivity matrix.
• Periodical review of manpower plan aligning to dynamic business strategic requirements.
• Payroll cost budget Planning & Monitoring
• Preparing payroll cost budget for the Business Units in coordination with Regional Office Finance
• Periodical review of approved payroll cost, ensuring measures to bring cost efficiencies.
• Manpower Productivity analysis & action plan
• Periodical review of manpower productivity norms in alignment with Functional Heads / BU Heads and ensuring actions based of analytics.
• Critical Talent Process
• Identification of Critical talent with 90% retention except for Leadership Team (N-1 and CEOs)
• Building a talent pipeline (Internal & External) for identified positions as Critical Roles and ensuring implementation of at least 10% of succession plan movements in alignment with Business Unit Heads / Functional Heads
• Career Conversation & IDP process
• Ensuring 100% career conversation for Band 5 & below and Women Employees Formulation of

Individual Development Plan for Business Unit employees (excluding Business Unit Heads) in discussion with Function Heads / Business Unit Heads

• Ensuring review & adherence of identified development plans for individuals
• TNI implementation
• Identification of training needs for all eligible employees in consultation of Business Unit Heads / Functional Heads
• Ensuring 100% of the employees undergo min 1 development intervention as per Training Need Identification
• Periodical Performance review processes & PIP
• Ensuring completion of Goal Setting, Mid-Year Reviews, Annual Performance Reviews across all Business Units as per defined timeline
• Ensuring culture of qualitative performance discussions for all reviews between Employee & Manager
• Ensuring 100% Performance Improvement Plan for all "Developing Contributor" raters and 100% exit for "Underperforming Contributers" artes and consistent Developing Contributor & "Underperforming Contributers raters for past 2 years.
• Capability development to build women leadership pipeline.
• Strategic interventions to develop women leaderships across Business Units
• Employee Well-being initiatives & Initiatives to drive inclusive & psychologically safer workplace.
• Ensuring execution of Diversity & Inclusion initiatives at the ground level including well being, Inclusion & diversity initiatives
• Strengthening Employee Value Proposition for GPTW through employee engagement and employee connect
• Implementation of action plan across Business Units focusing on improvement in GPTW scores over last year (ranging 5~10% depending on current Business Unit scores)
• Build and maintain effective relationships with internal stakeholders for driving overall engagements in the Business Units
• Responsible to develop and implement communications, events and engagement plans across Business Units
• Administration Management
• Governance & monitoring to ensure control over Business Unit Administration Cost
• Employee Life Cycle Management processes