Deputy Executive Manager, HRBP

Deputy Executive Manager, HRBP (Confidential)

Client Background
The client is headquartered in Hong Kong, with nearly 30,000 employees. Over the past two years, they have expanded rapidly on the mainland and established close cooperation with mainland government. This role reports to Hong Kong and will primarily be responsible for management on the mainland. The client is currently conducting a confidential recruitment process; if interested, please submit your resume and reach out for a phone consultation.

Job Summary
The HR Business Facing Department leads people strategies and in collaboration with its business partners, ensures a customer-centric workforce a performance driven culture to meet their business goals and objectives. The HR Department aims to ensure a fit between employees and the overall strategic direction of the Club.
 
Deputy Executive Manager is the key HR project resource for company’s major Strategic Projects(SP).  S/he will be working collaboratively with other HK and China HR colleagues and cross functional workstream and sub-workstream leaders, and corporate supporting functions to ensure the HR tasks delivery to meet the SP’ integrated timeline and quality. S/he is also responsible for providing strategic HR consulting services as well as leading and implementing a full spectrum of HR activities in collaboration with the SP Business Manager, Project Management Office, Workstream leaders, the HR COEs and implements people-related strategies.
 
You will:

• Lead and manage the delivery of the assigned HR activities under the SP. Liaise with assigned HR workstream stakeholders to align on priorities and objectives on delivery HR project plan/programmes. Provide advice and solutions for other HR related tasks for the SP that arise throughout the project life time.
• Responsible for the developing the detailed requirements to execute the assigned project activities and tasks.
• Responsible for the update of the project management dashboard including key milestones, critical paths, timelines.
• Responsible for tracking and reporting on project status, risks, issues and dependencies.
• Identify and report on key risk indicators on a regular basis and be accountable for mitigating actions if identified risk indicators are breached.
• Responsible for developing HR part of the simulation planning, and create test cases and process flowchart for preparation of the Project Handover 
• Support on the change management by
  • Identification and articulation of business case, timelines and expected outcomes.
  • Plan, implement and keep stakeholders informed on the progress of the projects in line with agreed timelines.
  • Ensure proper transition to BAU teams on closure of project.
  • Drive collaboration and ensure clear roles and accountabilities of all HR workstream’s participants.
  • Adopt agile methodology to run projects as appropriate.
• Facilitate organisation review for existing and new organisation that related on the SP and support on the readiness of organisation and talent, and new opening’s JD, job evaluation, offering onboarding and ramp up programme, team assimilation process
• Responsible to craft, formulate, define and deliver the scope of Workforce Planning and Rostering workstream through partnering with cross-function line business
• Responsible for workforce analysis and validation through understanding on Operating Models and evolving change of business requirement that impacts on the Operating Models
• Provide requirement and plan/support on the Employer Branding and employee communication
• Facilitate functional training for new established organisation and refinement of functional training for existing organisation as of business and operation requirement changed
• Validates and provides detailed workforce plan and related HR implications to the other interdependent workstreams (e.g. Security Access Model, FM Meal Model, Transportation Model), and ensure HR validation is incorporated in those Operating Models and workstreams
• Designs and delivers Strategic People Plan and Organization Plan to be part of Divisional Operation Planning (DOP) for SPs
• Undertakes other duties as assigned by Head of Human Resources (Business Facing)

Ideal qualification / experience:

• Bachelor degree holder, ideally with an international or overseas background
• 15+ years' experience working in a matrixed organization
• Full spectrum of HR Business Partnering leadership competencies and also managing large-scale HR projects and ability to drive change across all levels
• A track record of successful implementation of complex HR initiatives at the corporate level;
• A service-oriented mindset with excellent customer centricity mindset and well-developed interpersonal skills necessary to deal with people at all levels.
• Agile, flexible, capable at taking up challenges and change management while hands on and data driven
• Strong attention to details
• In-depth knowledge of HR client servicing, HR functional capabilities, resourcing, compensation & benefit structures, job evaluation, talent review & development, and succession planning
• Detail oriented and a data driven HR approach
• Excellent proficiency in written & spoken English, and Chinese. Fluency in Putonghua will be an advantage
• Ability to priorities multiple tasks