阿里巴巴LAZADA-HRBP(Corporate Functions)-Singapore
任职要求
● Bachelor’s degree in Human Resources, Business Intelligence, Data Science, Business Administration, or related field; a Master’s degree or HR certification is advantageous.
● Extensive experience as an HR Business Partner, preferably within the business intelligence, data analytics, or e-commerce / tech industries.
● Strong understanding of HR practices and labor laws in Southeast Asia.
● Excellent interpersonal and communication skills, capable of influencing at all levels.
● Analytical mindset with the ability to leverage data for strategic decision-making.
● Ability to excel in a fast-paced, dynamic environment, managing multiple priorities effectively.
工作职责
Position Overview: The HR Business Partner (HRBP) will be instrumental in driving Lazada’s business success through strategic HR initiatives that support organizational growth and enhance employee engagement within the corporate functions team. Business Focus: ● Collaborate with the leadership to align HR strategies with Lazada’s business objectives, ensuring the team is equipped to deliver insights that drive strategic decisions. ● Analyze industry trends and workforce data to provide actionable insights for business decision-making and strategic planning. Organizational Development: ● Partner with corporate functions leaders to identify organizational needs and implement HR solutions that enhance team structure and performance efficiency. ● Lead talent management initiatives, including succession planning and leadership development, to ensure a pipeline of future leaders within the corporate functions department. People Engagement: ● Design and implement programs that foster a culture of learning, innovation, and growth, ensuring corporate functions employees have access to professional development opportunities. ● Support the corporate functions team in managing performance, providing guidance on feedback and development planning to optimize individual and team contributions. Key Responsibilities: 1. Talent Acquisition and Management: ○ Develop and execute recruitment strategies to attract and retain top-tier corporate functions talent. ○ Facilitate talent reviews and monitor career progression within the corporate functions team to align with organizational goals. 2. Learning and Development: ○ Create tailored training and development initiatives to build corporate functions-specific competencies and promote career advancement. ○ Host workshops and training sessions that enhance skills and foster innovation within the team. 3. Change Management: ○ Lead change initiatives within the corporate functions department, ensuring alignment with Lazada’s values and strategic objectives. ○ Guide teams through transitions, promoting adaptability and resilience. 4. Employee Relations and Compliance: ○ Serve as an advisor to corporate functions employees, addressing concerns and resolving conflicts professionally. ○ Ensure compliance with labor laws and regulations across Southeast Asia, working closely with legal and compliance teams.
This position will be an integral enabler of the mission of the Business Unit. In this position you will partner with the senior leaders in the organization along with their respective leadership teams to develop and execute the HR strategies that champion organizational and people effectiveness. You will think strategically as well as roll up your sleeves and dive deep into practical application. You must understand business priorities and translate them into an HR agenda that supports the business as it grows rapidly. At NVIDIA, the HR Business Partner also serves as a liaison between the business and the central corporate teams to assess the human resources needs in areas such as performance management, employee relations, compensation, career development and leadership development. In addition, you will be responsible for: • Work with assigned BU and senior management teams to understand business strategies, diagnose current organization performance, and develop/implement plans to build needed organization capabilities and support bold growth. • Partner with the business on organizational design, talent management and building management bench strength • Leading end to end OD & Learning initiative and programs from gap analysis to best practices solutions • Serve as an advisor and coach to managers and employees on a variety of people issues • Review and analyze business metrics including data on retention and employee experience to recommend systemic improvements • Partner with the business to lead annual review processes which focus on performance management and talent development • Provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling • Participate in BU leadership team meetings and contribute as a business leader • Be a key member of the HRBP team helping to develop world-class HR capabilities • Work with line managers and employees to address various employee issues, fairly representing all interests • Work with business groups to assess, create and implement innovative solutions for a variety of employee engagement initiatives within the client group • Drive teamwork within Global HR to provide excellent HR service delivery
Organizational Optimization: 1. Assist business leaders in building an efficient organizational structure for Keeta, facilitating alignment of goals within the management team. 2. Regularly conduct organizational diagnostics to identify key issues and challenges, and proactively follow up on solutions. Talent Development: 3. Utilize talent review, development, and co-creation facilitation methods to focus on the recruitment, training, development, and advancement of key talents. 4. Provide strong talent pipeline support and help build talent succession plans for business departments. Culture Implementation: 1. Drive the implementation and promotion of corporate culture and values within the department. 2. Regularly organize employee engagement and care activities to communicate company philosophy and values, strengthening team cohesion and morale. Strategic Partnership: 1. Gain deep understanding of the business strategy of the international team. 2. Participate in the entire process from strategy formulation to execution, and develop tailored HR plans to achieve both short- and long-term business objectives.
Organizational Optimization: Assist business leaders in building an efficient organizational structure for Keeta, facilitating alignment of goals within the management team. Regularly conduct organizational diagnostics to identify key issues and challenges, and proactively follow up on solutions. Talent Development: Utilize talent review, development, and co-creation facilitation methods to focus on the recruitment, training, development, and advancement of key talents. Provide strong talent pipeline support and help build talent succession plans for business departments. Culture Implementation: Drive the implementation and promotion of corporate culture and values within the department. Regularly organize employee engagement and care activities to communicate company philosophy and values, strengthening team cohesion and morale. Strategic Partnership: Gain deep understanding of the business strategy of the international team. Participate in the entire process from strategy formulation to execution, and develop tailored HR plans to achieve both short- and long-term business objectives.
1、跟上业务战略、现状和即将到来的计划,深入了解这些战略如何与HR战略和优先事项联系起来; 2、能够识别技术和数据团队的主要业务挑战,并独立领导和贡献于可变的全球项目,包括但不限于组织诊断、针对主要竞争对手的基准研究和分析、组织设计、职位家族澄清和经验模型开发等; 3、与HRBP和业务合作,确定当前的痛点,并基于可靠的方法论提供有针对性的临时组织和人才解决方案; 4、与企业专业知识中心(COE)团队合作,根据公司的政策和理念实施重大例行项目,包括但不限于绩效评估、人员编制计划、员工调查等。能够进行定制、改进流程和开发管理工具,以满足业务需求,同时监督整体流程并推动卓越运营; 5、根据业务需求建立人才发展计划,设计和实施项目,如关键职位和人才审查、工作适应性评估、领导力发展等,以建立强大的人才管道,不断提高团队能力。 1. Keep up with the business strategies, status quo, and upcoming plans to build an in-depth understanding of how these connect with HR strategies and priorities. 2. Be able to identify Tech&Data team's key business challenges and independently lead and contribute to variable global projects including but not limited to organizational diagnosis, targeted to benchmarking study and analysis of major competitors, organizational design, job family clarification and cpmpetency model development etc. 3. Co-work with HRBPs and the business to identify current pain points and provide targeted ad-hoc organizational and talent solutions based on solid methodologies. 4. Partner with Corporate Center of Expertise (COE) teams to implement major routine projects under the company's policies and philosophies, including but not limited to performance review, headcount planning, employee survey, etc. Be able to make customization, improve processes and develop management tools to suit business needs while overseeing the overall process and driving operational excellence. 5. Establish talent development programs based on business needs, design and implement projects, such as key position and talent review, job fitness assessment, leadership development, etc., to build a strong talent pipeline and continuously improve team capabilities.