Senior HRBP Specialist

About: Act as the dedicated HRBP for Operations and Back Office, providing and delivering solutions across organization, workforce, performance, talent and employee lifecycle management. The role serves as a key bridge between HR and HOFs/Managers, translating people needs into effective, consistent and data-driven HR solutions.

Responsibility

HRBP Partnering – Operations & Back Office

• Serve as the HRBP point of contact for Operations and Back Office, bridging HR and HOFs/Managers.
• Meet HOFs/Team Leads regularly to identify people needs and turn them into concrete HR actions.
• Advise on and implement structure changes, staffing/shift models (HQ, HUB HCM, HUB HN) and change management.
• Handle employee relations (grievances, discipline, conflicts) per Company policy and Labor Law.

Workforce Planning & Org Structure

• Manage headcount, HC movements and HRIS data; flag budget and HC utilization risks early.
• Work with the HRBP Manager and TA on quarterly/annual workforce plans, including high-volume and seasonal hiring.
• Maintain company org charts, the resource allocation file (beTribe) and the Division/Department Functions & Responsibilities charter.

Employee Lifecycle

• Deliver weekly new-hire orientation and keep Orientation materials up to date.
• Run onboarding and probation KPIs, ensuring every new hire has probation KPIs within week one.
• Manage exit data, conduct exit interviews and coordinate exit procedures.

Performance & Talent Management

• Run the performance cycle (KPI cascading, mid-year/year-end reviews, calibration); coach managers on feedback and people development.
• Run Competency Assessment & IDP (9-box) for promotions; build competency frameworks where missing
• Build talent pipelines and succession maps (Team Lead/Manager and above); monitor attrition, hold stay interviews and flag flight risks.

Learning & Development:

• Run the annual TNA and deliver BeManager programs end-to-end, from vendor selection to post-training evaluation.
• Advise on external training: payment procedures, training commitments and reimbursement.
• Manage implemented training programs, including license and access management, account provisioning, communications, and Top Learner recognition.

HR Policies, Processes & HRIS

• Prepare weekly/monthly people reports: HC, attrition, hiring and people risks.
• Own the monthly HR Report and the monthly/YTD training report.
• Other task assignment by Line Manager