Asst. General Manager - HR Business Partner

1. Role Purpose
The HR Business Partner – MMR will act as a
strategic HR partner to the MMR business, working closely with the Regional
Business Head and functional leaders to align people strategy with business
objectives.
The role will be responsible for workforce
planning, talent management, employee engagement, performance management,
leadership development, employee relations, organisation effectiveness and HR
operations, while ensuring a strong people culture across projects and offices
in the MMR region.
The HRBP will serve as the single-point HR
interface for the MMR leadership team, translating business requirements into
effective people solutions and driving HR initiatives that improve
productivity, employee capability, retention and business performance.
2. Key Responsibilities
A. Strategic HR Business Partnering
Partner with the MMR Regional Business Head and leadership team to
understand business priorities, growth plans and people requirements.
Develop and execute the regional HR strategy and annual people plan
aligned with business objectives.
Provide data-driven HR insights and recommendations to business
leaders.
Act as a trusted advisor to leadership on organisation, talent and
people-related matters.
Drive HR interventions to support business growth, project
mobilisation and organisational transformation.
B. Workforce Planning & Manpower
Management
Drive annual and project-wise manpower planning and budgeting in
partnership with business leaders.
Ensure timely deployment of manpower across projects, functions and
locations.
Monitor manpower productivity, vacancies, attrition and manpower
cost.
Identify opportunities for manpower optimisation, rationalisation
and redeployment.
Partner with Talent Acquisition for timely closure of critical
positions.
C. Talent Acquisition & Leadership Hiring
Work closely with Talent Acquisition teams to identify and close
critical talent requirements.
Drive hiring of key positions across Projects, Sales, CRM,
Marketing, Land Acquisition, Finance, Legal, MEP, Planning and other
functions.
Ensure quality of hire and alignment of new hires with business and
cultural requirements.
Build talent pipelines for critical and future leadership
positions.
Support
internal mobility and succession planning.
D. Performance Management
Drive the annual goal-setting, KRA/KPI and performance management
process for the MMR region.
Ensure alignment of individual objectives with business and project
goals.
Facilitate performance reviews and calibration discussions.
Identify high performers, critical talent and performance improvement
cases.
Partner with managers to improve performance and accountability.
E. Talent Management & Succession Planning
Identify Hi-Potentials, critical talent and successors for key
positions.
Develop and maintain succession plans for critical roles.
Facilitate individual development plans and career progression.
Partner with the L&D team to design capability-building
interventions.
Support leadership development and talent reviews.
F. Employee Engagement & Culture
Drive employee engagement initiatives across MMR projects and
offices.
Build a strong employee experience throughout the employee
lifecycle.
Conduct pulse surveys, stay interviews and engagement
interventions.
Identify employee concerns and develop action plans.
Promote the organisation's values, culture and leadership
behaviours.
Drive communication and engagement initiatives during
organisational changes.
G. Employee Relations & Grievance
Management

Experience
8 - 12 Years

Employment type
Full Time

Work arrangement
No