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