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HR Business Partner, Strategic Advisor

2 months ago

Hong Kong, Central and Western District, Hong Kong SAR China AIA International Limited. Full time
About the Role

We are seeking an experienced HR Business Partner to join our team at AIA International Limited. As an HR Business Partner, you will play a critical role in supporting the organization's overall people strategy, driving business outcomes, and fostering a culture of excellence.

Key Responsibilities
  • HR Management Support
    • Partner with HR business partners and people managers to implement solutions aligned to the overall people strategy.
    • Advise and suggest a broad range of HR matters, issues, and challenges faced by people managers.
    • Assist HR business partners and people managers in building key organizational capabilities.
    • Support employee engagement activities.
    • Champion change management and growth mindset.
    • Champion career development processes and initiatives to improve talent development.
    • Monitor and support budget and headcount reporting to drive alignment with all budgets and forecasts.
    • Leverage on data insights to interpret and analyze data to assist in making appropriate business decisions based on HR metrics and trends for business unit.
    • Direct people managers to self-service leveraging on existing tools.
  • Workforce Planning, Talent Management, and Succession Planning
    • Partner with HR business partners to develop a workforce plan enabling the best resourcing strategy aligned to business objectives.
    • Support workforce and talent management activities, including and not limited to Organization & People Review, succession planning, and Total Compensation Review in collaboration with compensation specialist.
    • Support people managers to hire, develop, and retain talent.
    • Work with HR business partners and Global CoE on international assignment/mobility for target employee segments.
  • Employee Relations
    • Handle and resolve employee relation matters as assigned and coached by HR business partner.
    • Analyze and address root cause of employee escalation, where necessary looking for trends and make recommendations for change in policies and practices as appropriate; conduct thorough investigations as needed.
    • Work with people managers to manage performance improvement plan (PIP).
  • Significant Employee Life Cycle Events ('Moments That Matter')
    • Provide the necessary 'human touch' for significant employee life cycle events for target segments, e.g., retirement for long tenure employees, long absence due to personal circumstances, exit interviews, new hire follow-up interviews, etc.
    • Support HR business partners to manage redundancy.