Mission/purpose of the job
• HR Business Partners are the front-line providers of HR services to managers.
• The HR Business Partner provides services in the areas below, HR functional areas and ensures that HR strategy and activities are aligned with and help deliver business goals.
Scope and influence
• Scope is HR Business Partners within TSA&TMBP. HR Business Partners work according to the description below as well as the HR processes and develop those together with the network for each process.
Key responsibilities/accountabilities:
Business Plan Activities
• Translate business strategy and objectives into HR goals, plans and tactics that are aligned with the plants business demands and policies.
• Advise and support management teams and individual managers in all HR-related issues that drive business performance.
• Provide HR processes and tools that enable the plant to reach its mission.
• Support the managers via meetings and establishing a relationship based on clear expectations and an agreement on deliverables.
• Drive talent management initiatives, including talent review, succession planning, and leadership development.
Sourcing
• HR Business Partner shall have access to relevant data and HR analysis relating to hiring needs, training, work force planning, competence profiles and conscious recruitment. The HR Business Partner takes an overall responsibility for the recruitment process and the quality of the process. All recruitment shall be aligned with the plants overall recruitment strategy.
• Give input to the HR manager regarding employment and employee branding activities.
• Work according to the flexibility guidelines
• Secure and review induction programs for new employees and make exit interviews with employees leaving.
Performance
• Work with close cooperation with all managers, in order to improve a performance culture. Identify potentials and low performers and work with these using PBP, PPT.
• Provide HR support to managers regarding Health and Safety.
• Coach and follow up the work according to the attitude survey.
• Secure the compensation/benefits policies and processes within the organisation.
• Secure labour relations issues within the area of responsibility. For example, ensure that the area of responsibility follows the laws and the local / central agreements.
• Provide HR support to managers regarding exit management.
• Act as a change agent to support management in transformation activities and in the roll-out of new organizational initiatives
Competence
• Support and guide the organisation in Identify competencies needed to support the business.
• Help identify competence gaps and establish competence matrixes to close these gaps.
UD Trucks Corporation (Thailand) Co., Ltd.
