People & Culture Business Partner

Mission / Purpose of the Job

An experienced Business Partner to provide strategic alignment that aligns all HR initiatives with business objectives, acting as a consultant to management and a bridge between HR and the business.

The role would require the development and implementation of HR strategies, provide guidance on employee relations, performance management, and talent development, and ensure compliance with HR policies and regulations whilst managing day-to-day operations.

Key Responsibilities / Accountabilities

Strategic Partnership:

· Aligning HR with Business Goals:

Partnering with business leaders to understand their objectives and challenges, then develop and implement HR strategies that support those goals.

· Workforce Planning

· Talent Acquisition Framework with solid talent pool including collaboration with

Universities.

Analyze workforce needs, identify skill gaps, and develop strategies to address them, including recruitment, training, and succession planning.

· Talent Management with an understanding of Organisational Design

Oversee talent development and performance management and employee development programs, ensuring a pipeline of skilled and engaged employees.

· Change Management

· Employee Engagement Indexes (understands the management of Pulse Survey)

· Guide and support organizational changes, helping employees adapt to new processes and structures.

Operational HR Support:

1. Employee Relations: HRBPs mediate and resolve employee issues, fostering a positive and productive work environment.
2. Policy and Compliance: They ensure HR policies and practices comply with relevant laws and regulations.
3. Performance Management: They coach managers on performance management processes and provide guidance on addressing performance issues.
4. Compensation and Benefits: HRBPs contribute to the design and implementation of compensation and benefits programs.
5. Data Analysis: They analyze HR data to identify trends, measure the effectiveness of HR programs, and make data-driven recommendations.

Key Interfaces

· All Volvo Group Malaysia employees.

· Appointed relevant suppliers e.g. Recruitment Firms, MEF, MIHRM etc

· Colleges and university representatives

· Heads of Departments

Key Targets and Results

· Strong communication and interpersonal skills: HRBPs need to effectively communicate with

employees at all levels and build strong relationships.

· Business acumen: They must understand the business, its goals, and its challenges.

· Problem-solving and analytical skills: HRBPs need to be able to identify and resolve complex

HR issues.

· Change management expertise: They need to be able to guide and support organizational

changes.

· Leadership and coaching skills: HRBPs often act as coaches and mentors to managers and

employees.

· Ability to influence and persuade: They need to be able to influence leaders and managers to

adopt HR best practices.

Essential Educational and / or Training Qualifications and Certificates

· Minimum Degree in Human Resource Management or related field (preferred but not

mandatory)

· Formal training in leadership, communication and strong people skills

Preferred Experience and Knowledge

· 5 to 8 years of HR generalist experiences, preferably in MNCs.

· Strong interpersonal skills and leadership skills

· Methodical and practical approach

· Meticulous & has a data analytics mindset 

Necessary Technical / Functional / Language Skills

· Share common values with Volvo Values, Code of Conduct and high ethical standards.

· Strong competences in taking initiatives, influencing, interacting, seeing the links between HR

activities and business operations, cost consciousness, fair judgement, people orientation and

strong sense of confidentiality.

· Result-oriented and proactive

· Good knowledge of Malaysia Labour Law

· Good command of English and Bahasa Malaysia