Scoot

Published: Tuesday, 20 October 2020

Section Manager, HR Business Partner at Scoot

   Employer Referral

Job Description

Job Description Overall Supporting Business Functions Establish as main HR Interface to the Business Units (BU) and Employees Deliver quality solutions to all employees HR matters on their full employee life cycle Facilitate BUs' HR administration matters and processes with support of HR Shared Services are up to date. Items includes Confirmation/Extension of Probation, new contract management, post-C&B exercise administration, payroll-related administration and exit administration Facilitate BUs' HR specialisation requirements with support of HR Specialise Functions eg. C&B related matters, talent acquisition, talent management & development Outcome: A strong HRBP function that support BU(s) to optimize resources to support the business growth and HRBP being recognized as a contributing function to their business Resource Planning Evaluate BUs’ Manpower Planning and Requests, clarify and justify for the resources required Ensure regulatory updates are highlighted to BUs and incorporate to any Manpower planning Confer Internal Movements including promotions into Manpower Plans Confer Manpower Plans to Talent Acquisition Plan with TA Team Support BUs’ in their Department Organisation Structuring or review Support Manager & VP HR in Company-wide Resource planning and Organisation Structuring Outcome: Justify BU(s) manpower requests & organisation structure and conveyed into a constructive plan to support BU(s) growth on year-to-year basis with review periodically to achieve cost vs productivity efficiency for Company. Recruitment & Selection Ensure Job Requisition are furnished by BU(s) and approved for Talent Acquisition to work on. Working closely with Talent Acquisition team to understand and fulfil respective BUs' hiring needs, review JDs and ascertain criteria for sourcing and selection. Review selection process and ensure the consistency in the filling positions Integrate between Talent Acquisition Team, Shared Services and BU(s) throughout the hiring and on-boarding process, providing best candidate experience Support Employer Branding Initiatives lead by TA team & Employee Communications Team Outcome: Fulfilment of Resource Planning requirements through all possible sources in a timely manner with the emphasis on quality selection process. Industrial Relations Inculcate & communicate Tripartism culture in managing a harmonious labour-management relations Bridges Union & BU’s relations for long term working relationship Negotiate in-between in view of identifying win-win as the ultimate outcomes Attend any Union Exco or Union Branch meetings when required and ensure action items are carried out timely Outcome: A well-managed and sustainable labour-management relations striving towards common outcomes that deliver the best for both Company and Employees. Talent Management & Leadership Development Work with BU(s) to identify Talent & Potential & ensure talent pipeline is in place Support Senior Manager Talent Management and VP HR on Company’s High-Potential & Succession Planning Initiatives Review with BU(s) on Re-designation/Promotion Process when necessary Support Senior Manager Talent Management to facilitate Company’s Leadership Development Initiatives for all employee groups to support BU(s) requirements eg. Mentoring Programme (for crew), Leadership Fundamental Training (for Cabin Crew), etc Outcome: Consistent stream of Talents identified internally and developed which will support the growth of the Company with the employees’ aspirations considered Performance Management & Development Review employee performance appraisal process and criteria for different stages of employment (confirmation, Annual, new contract, etc) Ensure employee performance appraisal for different employment stages (confirmation, Annual, new contract, etc) are well carried out with BU(s) on a timely & fairly manner Review with BU(s) on Performance Gap & Training Needs Analysis of the respective group of employees and positions through performance appraisal process and other opportunities of feedbacks Support BU(s) in carrying out Performance Review Process and understand employees’ aspirations Integrate between respective BU's Training Dept, Performance Team, Manager Talent Management and Departmental Managers on employees’ performance and development matters Work with BU(s) employees' development opportunities including performance improvement plans when required Review with Manager HR and VP HR on Company’s Disciplinary related Polices & facilitate for BU(s) to be inline. Review Disciplinary related process with BU(s) and streamline with Company’s process Support BU(s) on employee disciplinary issue by advising BU(s) on Company's Disciplinary Policy Carry out and performance/disciplinary counselling sessions with employees Carry out disciplinary investigation & inquiry when necessary including executing of disciplinary actions Review with Crew Performance Team on Disciplinary & Lapses Data to implement improvement plan and Merit related recognition for crews Work with C&B team to carry out Annual Performance Review and Key Performance Indicators of respective BU(s) Outcome: Consistently deliver an efficient performance culture in the Company that drives growth of the Company. Fair & open framework in managing/recognising employees’ performance and development. Employee Relations / Employee Engagement Drive Climate /Pulse Survey Taskforce and drive implementation of tasks Identify employee engagement initiatives including Company-wide or Departmental events and activities Build rapport with employees and inculcate Company’s Core Values and Vision whenever possible Review Turnover Analysis and implement action plans with BU(s) Outcome: Well-engaged group of employees in a cohesive and enjoyable working environment that drives them to contribute their best to the Company in achieving a common goal. Employee Communications Work closely with Employee Communications Team and establish communication platforms that provide Update Company’s info to employees Ensure 2-way communications between management and employees Gather employees' feedbacks through all possible channels ie. official and casual platforms and provide solutions to employees and BU(s) Outcome: Well-engaged group of employees in a cohesive and enjoyable working environment that drives them to contribute their best to the Company in achieving a common goal. Other Duties Ensure Company is in compliance with all employment regulations in countries that Scoot operates in Support/Lead in ad-hoc projects/events and any other administrative duties within the HR Team Develop next line of HR colleagues ensuring the HR competencies within HR Team are well maintained Identify improvement projects to increase HR efficiency and effectiveness Document workflow and work procedures for knowledge retention Outcome: Sustainable and competent HR functions that truly support the Company and respective BU(s) for any milestones ahead. Requirements Degree in Business, Engineering or Actuarial Science with at least 5 years of direct experience in Business HR environment in a medium to large organisation Well versed in the Employment Laws of Singapore Strong interpersonal, communication and coaching skills and ability to interact effectively at all levels of the organization Strong customer-centricity; strong follow-up and multi-tasking skills People-oriented, self-motivated, independent & resourceful Creative, Analytical and methodical in approach Good planning and prioritization skills Good in Spoken and Written English Highly Computer and Social Media Savvy, ability to use Microsoft Excel at intermediate level Show more


Original Joblink : https://sg.linkedin.com/jobs/view/section-manager-hr-business-partner-at-scoot-2218080075

to BizLINKS Resources

via BizLINKS Resources
Hits: 31
Country: Singapore
Employment Type: Full time
Salary: Open