蚂蚁金服Ant International-HR Business Partner SEA-2C2P Singapore
任职要求
Requirements
Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.
Experience:
8+ years of experience in HR
Proven experience in talent management, organizational development, change management, and leadership coaching.
A background in navigating complex business environments and working closely with executive leadership teams.
Strong business acumen with the ability to translate HR strategies into tangible business outcomes.
Exceptional communication and interpersonal skills to work effectively with senior leadership and cross-functional teams.
Expertise in building and nurturing high-performance cultures and managing organizational change.
Strategic mindset with the ability to anticipate challenges and proactively address business needs.
Highly organized with an ability to manage multiple priorities, deadlines, and projects simultaneously.
Prior experience in technology industry is an added advantage.
Fluency in English (both spoken and written) is mandatory; ability to converse fluently with partners in China will be highly advantageous工作职责
This position will directly support the leadership team and drive key HR initiatives while ensuring alignment between human resources strategies and overall business objectives. The ideal candidate will possess a deep understanding of HR practices, strong leadership capabilities, and a proactive, solutions-oriented mindset. Strategic HR Leadership: Act as a trusted advisor to senior leadership, providing strategic guidance on talent management, organizational design, employee engagement, and culture initiatives. Develop and implement HR strategies aligned with business goals and growth objectives. Business Operations & Transformation: Partner with key stakeholders and HR Leader to drive business transformation initiatives and support the execution of strategic business plans. Executive Support: Collaborate with the executive team to align organizational and HR priorities. Act as a liaison between senior leaders and HR functions to ensure smooth communication, decision-making, and execution of key projects. Talent Management & Succession Planning: Oversee the development of a robust talent pipeline by designing and executing succession planning strategies. Ensure that leadership talent is continuously developed to meet both current and future business needs. Performance Management: Work closely with business leaders to develop and implement effective performance management systems that drive accountability, continuous development, and high performance across the organization. Cross-Functional Collaboration: Collaborate with finance, operations, and other functional departments to drive company-wide initiatives. Provide insights into business operations and identify opportunities to drive efficiencies across all functions.
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
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Responsibilities: · Conducts regular meetings with respective business units. · Consults with line management, providing HR guidance when appropriate. · Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. · Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. · Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. · Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). · Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. · Provides HR policy guidance and interpretation. · Performs other related duties as assigned.
● Partner with business departments under diverse remit, design and deliver organization strategies based on in-depth business understandings. ● Foster the organization development in both local and regional context and be actively involved into framework, policy or infrastructure design across diverse subject matters including but not limited to talent acquisition, training and development, performance management as well as employee relations. ● Act as Subject Matter Expert and provide timely HR advice to key stakeholders, support the development of local COE functions with local insights and market best practice. ● Drive the implementation of multiple HR initiatives and processes while ensure quality services and experience at all levels. ● Through close interaction with key leadership as well as employees at all levels, establish effective and diversified communication framework in the organization, create an atmosphere of trust and goodwill, and promote company culture.
● Partner with business departments under diverse remit, design and deliver organization strategies based on in-depth business understandings. ● Foster the organization development in both local and regional context and be actively involved into framework, policy or infrastructure design across diverse subject matters including but not limited to talent acquisition, training and development, performance management as well as employee relations. ● Act as Subject Matter Expert and provide timely HR advice to key stakeholders, support the development of local COE functions with local insights and market best practice. ● Drive the implementation of multiple HR initiatives and processes while ensure quality services and experience at all levels. ● Through close interaction with key leadership as well as employees at all levels, establish effective and diversified communication framework in the organization, create an atmosphere of trust and goodwill, and promote company culture.