The Human Resources Department formulates people strategies to support its business partners to meet their business goals and objectives.
The department aims to ensure a fit between the people and the overall strategic direction of the Club.
The job holder reports to Executive Manager, Human Resources (Business Facing) and is the HR business-facing partner for the business division.
S / he is responsible for providing strategic HR consulting services as well as leading a full spectrum of HR activities in collaboration with the business, the HR COEs and implements people-related strategies.
The job holder supports the business in identifying, rewarding, retaining and developing its best people for the current and future businesses.
This includes talent review & profiling, talent gap analysis, talent development and succession planning.
The Division whom the incumbent is responsible for is MSMB Division and Property Department consisting of approximately 1,800 full time employees and over 3,000 part time employees in the centralized pool for the former division and approximately 440 full time employees and over 120 part time employees for HK property with oversight on CRC Mainland’s property staffing matters.
People Strategy Plan / Workforce Planning
Design and deliver Strategic People Plan as aligned with business strategy and adapts HR strategies into actionable initiatives that address business needs;
partner with the line business to implement the plan;
Partner with MSMB Division and Property Department in IBP, manpower planning for both BAU and SPs, workforce analysis;
identifying departmental needs related to human resources; recommends suitable HR solutions;
Implement business-focused manpower strategies through internal deployment, talent pipeline building and succession planning;
Work closely with our business partners to identify opportunities for maximizing staffing and workforce planning to benefit on overall staff cost management.
Strategic Business Partnering
Lead a full spectrum of integrated people management services for such as consultancy advice, employee retention, performance management, exit management, promotion and transfers, rewards decisions, staff communication & engagement, and disciplinary matters, etc.
for both full-time and part-time employees to support and facilitate the achievement of business goals and operation needs;
Execute HR policies in alignment with the corporate objectives, corporate governance and departmental KPIs; in understanding and driving all people related strategies / policies and provides first hand advisory to line managers;
Coach business managers with the appropriate HR knowledge to effectively manage their people such as about people related issues, unions & employee relations, etc.;
Leverage the HR Centres of Excellence (CoEs) to meet the people needs in the two business partnering division & department;
Keep abreast of the external HR market trends and new HR solutions in order to provide the best-in-class solutions.
Work with Transformation Communications for overall planning of related strategies to facilitate the transformation journey and to sustain its change momentum;
Work in partnership with MSMB and Property respective leadership teams, Change Champions on the development and implementation of HR related action items to improve and embrace the people agenda from the Employee Engagement Survey results;
Embrace diversity, treats all people with respect, embraces cross-functional collaboration, creates real accountability through empowerment.
Talent Management & Succession Planning
Conduct regular talent conversation and update with the business leadership team (ED down to Executive level); conduct Talent Review’ including identifying high potentials, talent development & retention recommendations;
Work in partnership with the business ED and HoDs to identify and review critical positions; build the succession plan to fill the talent gaps both for short and long terms;
Coach the line in relation to the talent management exercise; work in collaboration with them to build talent pipelines;
Collaborate with Talent Management and Talent Acquisition on Management Trainees selection and development to meet the divisional needs and self-groom future leaders;
Share MSMB & Property industries’ specific market intelligence to Talent Acquisition to ensure right direction in sourcing of talents.
Provide expert HR, business improvement and organisational effectiveness support and advice to the business leaders from a broad people & capability perspective;
Apply HR expertise and shares HR analytics insights to assist the departmental reorganisation and shape the outcomes of both MSMB and Property team structures to ensure putting the right people in the right roles under a fit-for-purpose structure.
Assist the line business for organizational bench-strength; work closely with the line business to identify the departmental capability gaps;
Coach and work in collaboration with line department in building Functional Capability Framework, as an integral platform for people initiatives;
Ensure accurate job role and description review;
Facilitate E, AE and Staff grade performance calibration to identify the development needs and development planning; ensure effective PDP mechanism in place.
Demonstrate excellence in people & team collaboration, organisation sensitivity and risk management to achieve HR’s vision;
Maintain employee engagement during change and ensure effective implementation of HR strategies;
Identify issues and assists in monitoring staff sentiment; facilitate resolution of workplace conflicts and foster healthy employee relations in collaboration of ER team;
Act as the second line of defence to monitor and work with Employee Relations Team to mitigate risk related to employee issues;
Conduct Team Assimilation Workshop for HOD or above; ensure all new recruits to have smooth onboarding and integration to the Club.
Educate the line to approach HRSS for general matters and handle for exception and special cases.
Support change initiatives; anticipate changes to meet the business needs and their impacts on the organization; recommend HR solutions for the line to adapt the changes;
Facilitate effective communication between line management and employees on HR matters.
Participate in the departmental leadership team meetings and ad-hoc task forces or committees as and when required;
Undertake other duties as assigned by EM, HR(BF)
A tertiary qualification ideally in a HR discipline;
At least 15 years of HR experience working in a sizable or multi-national company, preferably with both full-time and large scale part-time operations
A track record of successful implementation of HR initiatives at the corporate level;
A service-oriented mindset with excellent interpersonal skills necessary to deal with people at all levels.
In-depth knowledge of HR account servicing, functional capabilities, resourcing, compensation & benefit structures, job evaluation, talent review & development, and succession planning;
Excellent proficiency in written & spoken English, and Chinese. Fluency in Putonghua will be an advantage;
Ability to prioritise multiple tasks;
Good understanding and skills in handling staff unions
Terms of Employment
The level of appointment will be commensurate with qualifications and experience.