HR Manager

Job Description

Job Description: HR Manager - Asia

Location: Manila

Division: APAC

Line Manager: Human Resources Director, APAC region

Contract Terms: Permanent, full time

THE TEAM

The Human Resources Manager (HRM) is a key business partner to our leadership teams across our business in Asia. As the HRM, you will provide senior-level generalist support through consultative partnerships with local Business Unit Leaders and other operations leaders and their teams. You will help ensure that policies and procedures are aligned nationally, understood and applied in a fair and consistent manner, helping build a talent pipeline by supporting the creation of enriching career experiences and through the facilitation of ongoing professional development as it pertains to people management and culture. You will work closely with other HRM's across the region to ensure best practice across all HR processes.

THE JOB

This position reports to the HR Director, APAC and will be the primary contact for any HR-related requests and reporting on people management data and insights within assigned client group. The HRM will be accountable for the execution/rollout of Company-wide HR programs, including those in partnership with Live Nation Entertainment (LNE),

Additionally, the HRM will play a consultative role, advising senior business leaders on potential business strategy and HR contributions, implications and risks of proposed business initiatives, both inside the business unit and more widely within the Global HR function.

WHAT YOU WILL BE DOING

Actively participating in the senior meetings to remain abreast of current and future departmental activities and generally understand the objectives of the business, and acts as partner on all people-related matters.
• Work closely with the HRD – APAC and other HR Managers in the region, hiring managers and Talent Acquisition, to establish and forecast people needs, establish staffing priorities, and manage related changes.
• Support national Diversity & Inclusion initiatives. Raise concerns faced by this market; raise potential solutions that support business objectives and act as a D&I champion who fosters a dynamic workplace that welcomes diversity, equity and inclusion.
• Ensure a smooth onboarding process in partnership with the hiring managers.
• Execute retention efforts, including risk analysis.
• Oversee employee relations issues and resolve according to law, company policy and precedent, escalating to HRD, as required.
• Manage day-to-day operations of the HR function across multiple countries, and provide input for problem solving, consistency and/or action planning.
• Work in partnership with Business Leads on development and implementation of performance improvement plans as necessary, conflict resolution, up to and including terminations as appropriate.
• Analyze employee survey results and work with HRD(s) and the leadership team(s) to develop departmental strategies based on feedback/results.
• Ensure compliance with and communicate highlights to wider team of any legal or regulatory changes pertaining to labour, wage and hour, and employment laws, including manager communication/training.
• Assist managers in identifying who their talent is and assessing/actioning learning needs and developmental opportunities to result in a documented succession and retention plan as applicable
• Partner with the Learning & Development team in the design and facilitation of training and education programs.
• Oversee the delivery of the process for the Company's performance management systems and compensation review programs for their divisions.
• Coach managers and employees on career development.
• Partner with business leads on all aspects of talent management, organization design, role design, workforce planning, leadership development, and employee engagement.
• Participate in the preparation for mergers and acquisitions, including serving an integral role with the integration of new employees and the implementation of HR programs.
• OHS responsibilities for ensuring a safe workspace for all offices.
• Play an integral role, partnering with HRDs, in organizational realignments, layoffs, position eliminations, relocations, outsourcing, office closings & integrations.
• Partner with the Compensation & Benefits teams on ad hoc issues as well as formal cycles related to promotions, bonus plans, and salary increases, including employee compensation equity and positions in need of re-evaluation.
• Partner with management and Compensation on job titling and levelling (career ladders) in service of promotions and career progression.
• Provide guidance on the creation of job descriptions and job analysis.
• Assist with and ensure proper processing of employee change requests and paperwork.
• Answers routine benefits questions and refers employees to appropriate resources.
• Advocate and support the use of Workday as a primary source of all HR Administration.
• Line management responsibilities.
• Oversee HR related administrative activities, as required.

WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)

The ideal candidate will demonstrate the following attributes & competencies:
• Business Acumen – Understands and can apply general business concepts. Builds and uses external networks to understand market situation and industry (HR and business related
• Consulting – understanding of their client's business strategy and can effectively engage in shaping the human elements of the strategy through proactive dialog, action planning and execution.
• Relationship Management & Collaboration- building and fostering strong trust-based relationships with clients and internal partners across the organization. Ability to manage conflict effectively and productively. A skillful and collaborative team player with the ability to network effectively up, down and across the business. Intuitive and empathetic.
• Influence and Negotiation - Ability to read a situation and act in a direct, forceful yet diplomatic manner to develop trust and openness of clients to consider alternatives. Confidence in expressing opposing opinions that are in the best interest of all parties involved.
• Problem Solving and Innovation - Gathering appropriate perspective and insights related to client issues and seeking win-win solutions by remaining open to alternative approaches and being proactive in generating new ideas. Ability to maintain a balanced perspective and see all sides of an issue and manage problems in a timely and effective manner.
• Change Management and Cultural Driver - Ability to implement change processes and large-scale interventions that support rapid change, and ensure that human, financial and information resources are aligned with desired changes. A driven change-agent, able to represent the human resources organization, while working very closely with other HR team members.
• Talent Management Focused - Demonstrate the ability to judge and assess talent, recruit and select appropriate bench strength to current and future business needs; appreciation for and emphasis on developing a diverse workforce.
• Personal Credibility/Integrity - Possess a track record of success, have earned trust, instill confidence in others, have credibility and buy in with key business leaders, demonstrate integrity, ask important questions, frame complex ideas in useful ways, take appropriate risks, provide candid o

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Jobcode: Reference SBJ-o1wnnp-3-16-89-150-42 in your application.