Create the future with Affin! ​​You too can make a difference.

We continuously innovate to transform our financial services landscape - making banking better and easier. Join us at AFFIN, where the open minds meet and be inspired by a shared commitment to great work. You too can make a difference.

Job Responsibilities:

Strategic HR Management & HR Business Partnering

• Manage Business Planning & HR strategy for the business by understanding the business direction and provide guidance where appropriate.
• Contribute actively to Business planning sessions and active participation of strategy formulation process.
• Develop HR plan for a variety of HR matters such as employee relations, industrial relations, union issues and other HR administrative related matters.
• Analyse trends and metrics for development of solutions.
• Provide proactive resourcing HR advice and guidance in relation to coaching, counselling, career development, disciplinary actions and mitigation for solution and corrective action from time to time based on Audit, Risk and Compliance finding.
• Develop and manage communication plan and awareness program working closely with HR Strategy & Development team.
• Act as change agent in managing organizational change where this relates to HR related activities - realignment/reorganization exercise etc.

Industry / Employee Relations

• Provide affair and balanced hearing on staff grievance and provide options / solutions where appropriate guided by Bank’s policies, as well as provide consultative advisory and act as facilitator to internal stakeholders, collaborating with IR team.
• Monitor end to end disciplinary process together with IR team.

Remuneration & Systems / Benefit Services

• Provide guidance to staff and rewards on appropriate benchmarks tied to productivity towards staff compensation and performance guided by policies & practices.
• Close collaboration with HR Rewards/C&B team.
• Involve in the performance management exercise, collaborating with Performance Management team.

Recruitment & Organizational Development

• Responsible for the governance of manpower set out by the approved budget and to provide the approved justifications for expectations when required
• Establish the business manpower issues and needs and make timely recommendation to address the issues
• Work together with Business & Talent Acquisition team in forecasting and planning business headcount requirements in line with the business strategy.
• Conduct interviews to ensure the right candidate for the position

Learning & Development and Talent Management & Succession Planning

• Have first-hand knowledge of who are the talents within his / her purview and be responsible to drive together with Learning & Development on the management of talent development.
• Facilitate the Talent Management and Succession Planning exercise with the respective Division Heads.

Employee Point of Contact

• Provide ad-hoc but substantiated feedback to appropriate channels on employee’s feedback

Facilitation of Communication initiatives

• Work with the relevant subject matter expert for the   adoption, implementation and communication of HR policies, programs and practices.
• Represent the views of the function in the development and implementation of HR policies and practices.

Change Management

• Responsible for identifying issues and work with line managers and relevant subject matter expert, i.e. Learning and Development, Org Development on change management interventions resulting from business, policy, people changes, etc.
• Support change initiatives that affect the business and to advise on the people management aspects.

Team / People Management

• Manage and assist Head HRBP in providing full generalist support to business for their respective portfolios.

Job Requirements:

• Bachelor’s Degree in Human Resources, Business Administration or related discipline
• 8–12 years of relevant HR experience, preferably with solid HR Business Partnering experience.
• Proven experience in HR business partnering and providing strategic HR advice to business leaders, including workforce planning, organisation structure and people-related matters.
• Strong knowledge and hands-on experience in employee relations, industrial relations, disciplinary matters and employee grievance management, with the ability to provide balanced and practical advice.
• Experienced in facilitating talent management, succession planning, performance management and employee development activities, with the ability to work closely with business and HR specialist teams.
• Strong understanding of manpower planning, recruitment and resource requirements, including partnering with Talent Acquisition to support business hiring needs.
• Strong stakeholder management, communication and influencing skills, with the maturity and confidence to engage and challenge senior stakeholders while balancing business and employee needs.