HRBP Manager

A. PROFILE

Role Title: Human Resource Business Partner Manager
Reporting to: People & Culture Director
Division: HRBP
Department / Section: People & Culture

B. CONTEXT

Purpose: To engage with functional team members as the first point of contact for all P&C-related matters, and help administer U9's policies in all aspects of People & Culture and ensure that they are being followed

Context: P&C Department sets the strategic direction and runs day to day operation of P&C and facility management. It is responsible for creating and implementing an integrated P&C vision and operating plan that align P&C strategies with business strategy.

HRBP is responsible for ensuring all policies and system implementation. Also responsible for engaging and retaining best in class talent

C. ROLE ACCOUNTABILITIES

Recruitment & Selection

• Coordinate between Manpower Plan and Talent Acquisition Team to ensure communication flows smoothly regarding Manpower needs
• In collaboration with Talent Acquisition Team, identify potential resourcing solutions (External and Internal)
• Provide understanding of Business insights and requirements to Recruitment Team for line managers
• Coordinate between Talent Acquisition Team and Talent Development Team for getting new employees on boarded and inducted smoothly
• Partner with business units to anticipate future talent needs

Employee Relations and People Championship

• Manages and resolves complex employee relations issues. Conducts effective thorough and objective investigations
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Act as Consultant for managers on managing and leading employees in line with U9 brand values and U9 HR practices and policies
• Be the Brand Ambassador of U9 by demonstrating brand values in everything they do- dealing with internal and external stakeholders.
• Receive, process, investigate to whistleblowing reports in relation to the Code of Conduct and handle the cases while maintaining the confidentiality and sensitivity in ethical manner.
• Be responsive in whistleblowing and ensure there is a fair and thorough investigation for all whistleblowing cases.
• Provide a report with recommendation to the relevant level of authority in accordance with whistleblowing procedures.

People & Culture Policy

• Continuously review Policy and provide recommendations on required changes as and when necessary to CPCO

Talent Development

• Partner with Talent Development to drive employee growth, career progression, and succession planning initiatives.
• Involve and educate employees on processes and procedures of Special Projects of Talent Development Team

Performance Management and Compensation & Benefits

• Involve and educate employees on Processes, Policies and Procedures of Performance Management and Compensation & Benefits.

Relationship Management

• Build and maintain effective relationship with all internal and external stakeholders
• Build trusted partnerships with business leaders, managers, and P&C teams to drive organizational effectiveness

Business Strategy Partnership

• Serve as a strategic advisor on organization effectiveness, workforce planning,
• Collaborate with leaders to design the structure, roles, and spans of control to improve business efficiency and responsiveness.
• Identify critical talent and successor and development plans for key roles
• Partner with business leaders to foster a performance-driven culture through effective goal setting, feedback
• Ensure P&C practices comply with local labour laws and corporate governance standards.

D. KEY PERFORMANCE INDICATORS

• Engagement Index
• Succession Plan for critical role
• P&C Projects Complication
• Being Business Partnership (360' Feedback from business partners and stakeholders)

E. WORKING RELATIONSHIPS & DECISION MAKING

Interacts with:
Internal: CxOs, people Managers and Employees, Legal Department, People & Culture Team. (All cross the organization)
External: Labour Officers and Government Bodies

Decision Making

Conduct objective investigations and make decisions around Employee Relations

F. EXPERIENCE AND QUALIFICATIONS

Minimum Experience & Essential Knowledge

• Minimum of 5-7 Year Experience in Human Resources with +3 year in Generalist Role
• Solid knowledge of international best HR practices
• Strong and Up-to-date knowledge of Employment and Labour Law of Myanmar
• Understanding of labour trend in the country
• Business insights and ability to translate Business insights into HR practices

Minimum Entry Qualifications

Bachelor's degree in relevant field. Internationally recognized certificates and diplomas like CIPD-CHRP preferred.