HR Business Partner Associate

The HR Business Partner Associate provides operational and administrative support in executing strategies, programs and initiatives. The role assists the Senior HRBP Manager in monitoring vendor management, employee performance evaluation schedules, coordinating onboarding activities, processing employee movements and resignations and driving engagement initiatives. The HRBP Associate serves as key support partner in ensuring smooth HR operations and effective alignment between people and business objectives. 

KEY ROLES:

HR Partnership and Support:

• Support the Senior HR Manager and HRBP Managers in implementing HR programs and initiatives aligned with business goals.
• Provide administrative and coordination support in HR projects and organizational initiatives
• Manage onboarding logistics for new hires in Head Office and Retail (orientation scheduling, CARF, documentation, introductions, etc.) to ensure a smooth transition.
• Support the identification of training needs through performance reviews and manager feedback
• Maintain and update employee records, ensuring accuracy and confidentiality.
• Prepare and submit regular HR reports such as performance evaluation reports and completion rate, onboarding, resignations and employee movements
• Support HR audits and documentation requirements as needed

Performance Management:

• Assist in monitoring the performance evaluation schedule and ensuring timely completion by employees and supervisors for WSG
• Help track and consolidate performance appraisal data and reports for assigned departments.
• Provide reminders and follow-ups to ensure compliance with performance management timelines.
• Support discussions related to performance feedback and documentation

Vendor Management and General HR Admin:

• Handles the end-to-end work flow of Vendor Management such as monthly updates of masterlist and ctc report, validation of billing and endorsement to Accounting within SLA, verification of head office overtime and clearance process.
• Makes sure that third-party manpower agency contract is updated and renewed annually
• Sets regular meetings with the third-party manpower agency to discuss current issues and concerns, manpower updates like status of clearance, incident reports, ATD and other matters
• Records and maintains the enrollment, movement and deletion of employees in the LS Business Central
• Executes and monitors all company uniforms (Head Office and Retail) including coordination with Purchasing for the procurement
• Processes third-party agency billings and ensures accuracy in the documentation
• Manages completion of employee’s exit clearance for direct and agency hired employees

Employee Experience:

• Coordinate and help implement employee engagement programs, recognition activities, and internal communications.
• Gather feedback on employee engagement and recommend ideas for improvement.
• Support the Senior HR Manager in handling basic employee relations issues and documenting cases.

Data and Reporting:

• Analyze employee data trends and provide insights to leadership for proactive solutions.
• Participates in workgroups/projects where HR expertise is required.
• Prepares and submits accurate HR reports on a weekly, monthly, quarterly, and yearly in order to provide information to the immediate head.

1. On time completion of onboarding activities for Head Office and Retail
2. Performance evaluation completion rate for WSG
3. SLA compliance rate for third party agency billing endorsement
4. On time monthly update of vendor masterlist and CTC reports 
5. Completion rate of exit clearance for direct and agency hired employees
6. Timeliness of uniform issuance coordination for Head Office and Retail

QUALIFICATIONS:

1. A degree in Human Resources, Business Administration, Psychology, or a related field is usually required.

2. Fresh Graduate.

3. Experience in the relevant industry (e.g., retail, optical, manufacturing) can be preferred but is not always necessary.

4. Solid understanding of HR principles, practices, and employment laws and regulations

5. Strong verbal and written communication skills to effectively interact with employees and management

6. Experienced to use HR metrics and data to provide insights and drive decision-making; can handle sensitive information with discretion and integrity

7. Experience with Human Resource Information Systems (HRIS) and other HR software (e.g., payroll systems, performance management tools). Proficiency in Microsoft Office applications, particularly Excel, Word, and PowerPoint.

8. Attention to detail and organizational skills.

9. Willingness to learn and adapt to new tasks and responsibilities.