Executive HR Business Partner (Contract)

JOB PURPOSE

• Support the implementation of HR strategies, programmes and initiatives within the assigned Business Unit to ensure alignment with business priorities and Group HR direction.
• Serve as the operational HR partner and primary coordination point for line managers and employees by providing timely HR support, facilitating people processes, and escalating complex matters to the HR Business Partner or relevant Centres of Excellence.
• Execute and monitor key HR activities across workforce planning, talent and succession, performance management, employee engagement, organisational development and employee relations to support workforce effectiveness and employee experience.

KEY RESPONSIBILITIES

HR Plan Implementation and Business Support

• Execute HR programmes, initiatives and action plans for the assigned Business Unit in accordance with agreed timelines, requirements and HR policies.
• Coordinate day-to-day HR matters with line managers, employees and relevant HR teams to ensure requests and issues are addressed accurately and within the required timeline
• Prepare data, presentation materials, reports and supporting documents for business reviews, workforce discussions and management meetings.
• Track agreed HR actions, follow up with responsible stakeholders and escalate implementation risks, delays or unresolved matters when necessary.
• Maintain a current understanding of the assigned Business Unit's operations, workforce profile, organisational structure and people-related priorities.

Recruitment & Contract Renewal Management

• Coordinate and monitor the end-to-end contract employee lifecycle, including contract issuance, extensions, renewals, conversions, transfers and contract expiry management.
• Maintain and regularly update a centralized tracker of all contract employees, ensuring accuracy of employment terms, contract periods, reporting lines, manpower allocation and renewal status.
• Proactively manage the contract renewal process by tracking upcoming contract expiries and initiating renewal discussions with line managers within established timelines.
• Liaise with Business Units, Talent Acquisitionand other relevant stakeholders to obtain renewal recommendations, manpower justification and the necessary approvals for contract extensions or employment status changes.
• Prepare and coordinate required documentation related to contract renewals, including approval papers, employment letters, amendments and supporting records.
• Monitor compliance with approved contract employment policies, delegated authority limits and employment terms, ensuring renewals are processed accurately and within prescribed timelines.
• Generate periodic reports and dashboards on contract employee population, upcoming expiries, renewal status, conversion trends and renewal metrics to support workforce planning and decision-making.
• Escalate unresolved renewal decisions, delayed approvals or workforce continuity risks that may impact business operations.
• Support recruitment and manpower fulfilment activities arising from non-renewals, contract conversions or newly approved positions

Workforce Planning and Manpower Management

• Maintain accurate records of approved positions, vacancies, employee movements, workforce changes and manpower utilisation.
• Monitor actual headcount against approved manpower plans and highlight variances, emerging gaps and potential workforce risks to the HR Business Partner.
• Prepare workforce reports and analyses covering headcount, vacancies, turnover, employee demographics, skills requirements and other relevant measures.
• Coordinate with Talent Acquisition and relevant stakeholders to track recruitment progress against approved manpower requirements.
• Support the implementation of organisation structure changes, position movements and workforce-related approvals.

Organisation Development and Change Implementation

• Support the implementation of organisation development initiatives, including organisation restructuring, role clarification, operating model changes and workforce realignment.
• Coordinate the documentation required for organisation structure changes, including organisation charts, position information, employee movement details and approval papers.
• Assist in conducting organisational diagnostics, workforce assessments, stakeholder interviews and data collection exercises.
• Consolidate findings and prepare preliminary analyses to support recommendations relating to structure, roles, processes and workforce capability.
• Execute assigned change management activities, including stakeholder coordination, communication sessions, briefing materials, employee engagement activities and progress tracking.
• Monitor employee feedback and implementation issues during organisational changes and escalate significant concerns to the HR Business Partner.
• Maintain complete and accurate records of approved organisation changes and implementation decisions.

Performance Management

• Coordinate the end-to-end performance management cycle for the assigned Business Unit, including goal setting, mid-year reviews, year-end assessments and performance calibration.
• Monitor completion rates and follow up with line managers and employees to ensure performance activities are completed within established timelines.
• Review submissions for completeness and consistency and identify cases requiring clarification or escalation.
• Prepare performance data, employee information and supporting materials for calibration sessions.
• Document calibration outcomes accurately and coordinate the submission of final performance ratings.
• Provide line managers and employees with guidance on performance management processes, system requirements and applicable policies.
• Support managers in documenting employee performance concerns, agreed expectations, improvement actions and review outcomes.
• Maintain accurate and confidential performance management records.

Employee Relations

• Provide first-level guidance to line managers and employees on HR policies, procedures, employment terms and people processes.
• Manage routine employee relations enquiries and refer complex, sensitive or high-risk cases to the HR Business Partner or People Relations team
• Coordinate meetings, interviews, correspondence, case documentation and follow-up actions relating to employee relations matters.
• Support the implementation of disciplinary, grievance and conflict resolution outcomes as directed by the authorised decision-makers.
• Identify recurring employee relations themes and recommend preventive actions, communication or manager interventions.

REQUIREMENTS

• 6 to 8 years of relevant working experience in Human Resources, preferably covering a combination of HR business partnering, HR generalist services, employee relations, talent management, organisational development, workforce planning or performance management.
• Practical experience in executing end-to-end HR processes and supporting business stakeholders in a medium-to-large organisation.
• Experience coordinating multiple HR programmes, employee cases or project deliverables involving different stakeholders.
• Demonstrated ability to prepare workforce analyses, management reports, presentations and recommendations using employee data.
• Experience supporting organisation changes, workforce movements, engagement initiatives or performance management cycles would be an advantage.
• Exposure to working in a complex, multi-business, matrix or regulated environment would be an advantage.
• Bachelor’s degree in Human Resource Management, Business Administration or equivalent.