396 Hr Business Partner jobs in Malaysia

• Contribute to shaping and executing talent acquisition strategies to attract, assess, and retain high-quality candidates across the region
• Manage the full spectrum of talent management activities, including performance evaluation, talent reviews, succession planning, and capability development initiatives
• Identify talent development needs and create targeted learning pathways to close gaps and build leadership capability
• Design and roll out leadership development initiatives that align with broader cultural and organisational goals
• Lead the deployment of employee engagement surveys, interpret findings, and work with stakeholders to implement meaningful follow-up actions
• Partner with business leaders to enhance team engagement and overall employee experience through data-driven insights
• Maintain clear, consistent internal communication platforms to ensure transparency and alignment across all levels of the organisation
• Coordinate and share timely updates related to organisational changes, initiatives, and internal events
• Drive equity, diversity, and inclusion strategies that cultivate a respectful and inclusive work environment
• Offer guidance to embed inclusive practices across people processes and measure ongoing impact
• Monitor DEI metrics and ensure alignment with both internal goals and external regulatory requirements
• Act as a strategic HR partner to corporate support functions, offering tailored HR solutions that align with each function's objectives
• Provide counsel and operational support to corporate leaders in areas such as team development, workforce planning, and employee relations

A successful Culture Engagement Business Partner should have:

• Bachelor's degree in Human Resources or any relevant field.
• At least 5 years of experience as a HRBP, ideally within the FMCG industry.
• Strong Talent Acquisition & Business Partnering background.
• Excellent interpersonal and communication skills to engage with employees at all levels.

• Great benefits with opportunities for professional growth and development.
• A supportive work environment dedicated to innovation and inclusivity.
• Chance to make a meaningful impact on company culture within the FMCG industry.

If you are passionate about culture-building and want to join an established organisation, we encourage you to apply for this exciting opportunity as a Culture Engagement Business Partner.

We are Reckitt

Home to the world's best loved and trusted hygiene, health, and nutrition brands. Our purpose defines why we exist: to protect, heal and nurture in the relentless pursuit of a cleaner, healthier world. We are a global team united by this purpose.

Join us in our fight to make access to the highest quality hygiene, wellness, and nourishment a right and not a privilege.

Our HR Team are the force for good that bring Reckitt's ambition to life. We work together to ensure the delivery of sustained profitable growth by unleashing the power of our purpose, people and performance.

Now is an exciting time to be part of shaping the future of HR, influencing an exciting global organisation, while developing business and functional leadership skills, all at the same time.

Whatever your role in our HR community, you'll take ownership of your projects and workstreams. We focus on developing our leaders to spearhead our culture and growth, so you'll be supported and mentored to deliver the right plans to drive business performance - and we'll celebrate the results with you along the way.

Partnering with a dedicated business function, you’ll be responsible for the HR agenda delivery for your assigned client group within the commercial business, working in partnership with a dynamic leadership team to drive HR strategy.

• A trusted HR advisor to the business in driving talent strategy and initiatives on employee lifecycle from attraction, recruitment, retention and development.
• Advice, coach and mentor managers on people related issues. Act as change agent and facilitate transition.
• Drive people agenda, this includes planning around performance management, talent, recognition, culture, leadership and diversity.
• Lead the Learning and Development (L&D) plan and execution to build leadership capabilities in the organization.
• Champion the change management activities to drive global HR transformation agenda.
• Champion the local activation of Reckitt’s global agenda on Diversity and Inclusion (D&I)
• Understand and implement global HR policies, practices, and tools, ensuring managers are properly informed and trained.
• Accountable for HR data quality and leverage HR data for insights and action planning.
• Ensure compliance with all local labour laws and Global and Local HR policies
  

What challenges will you face?

• A big challenge is that the foundation of HR activities is somewhat fluid, so what may have been set on how to deal with an issue last year is not the way things need to be handled this year. You will need to stay on top of changing issues in addition to changing internal policies and processes in a dynamic organization such as Reckitt. Other challenges can include influencing stakeholders to see your point of views, blaance of compassion and practicality.

• 5-7 years’ combined experience in a HR function as a business partner in MNC environment.
• A degree from a recognized university with knowledge of local labor legislation.
• Possess a can-do attitude and take initiative to handle and resolve issues independently and quickly.
• Excellent interpersonal skills and the ability to interact comfortably/competently with individuals at all levels of management to understand their business needs.
• Strong organizational, written, and verbal communication skills.
• Strong sense of urgency and attention to detail is a must; ability to work independently under general direction.
• Proficiency of SAP Success Factor, MS Office, and PowerBi. Any other additional technologies is an advantage.

Employee relations, Labour legislation, Strategic Mindset, Diversity and inclusion, Organisational structure, Coaching skills, Facilitation skills, Change management, Execute plans, Strategic mindset, Employment engagement, Digital literacy, Data and Analytics, Storytelling, Commercial acumen, Courageous leadership.

With inclusion at the heart of everything we do, working alongside our four global Employee Resource Groups, we support our people at every step of their career journey, helping them to succeed in their own individual way.

We invest in the wellbeing of our people through parental benefits, an Employee Assistance Program to promote mental health, and life insurance for all employees globally. We have a range of other benefits in line with the local market. Through our global share plans we offer the opportunity to save and share in Reckitt's potential future successes. For eligible roles, we also offer short-term incentives to recognise, appreciate and reward your work for delivering outstanding results. You will be rewarded in line with Reckitt's pay for performance philosophy.

We recognise that in real life, great people don't always 'tick all the boxes'. That's why we hire for potential as well as experience. Even if you don't meet every point on the job description, if this role and our company feels like a good fit for you, we still want to hear from you.

All qualified applicants will receive consideration for employment without regard to age, disability or medical condition; colour, ethnicity, race, citizenship, and national origin; religion, faith; pregnancy, family status and caring responsibilities; sexual orientation; sex, gender identity, gender expression, and transgender identity; protected veteran status; size or any other basis protected by appropriate law.

This role requires you to streamline HR functions, report on HR metrics, enhance employee engagement and retention, predict staffing needs, manage termination processes, and ensure compliance of local regulations in support of assigned business units.

Job Description :

Oversee all HR process delivery in partnering business units which impact the employee life cycle such as onboarding and integration, discipline and grievance, leave management, exit management, policies, career transitions and management, performance management etc.

Provide advisory support to partnering Manager/Supervisor on people matters.

Responsible for providing coaching to partnering Manager/Supervisor on processes including legal implications of not following a process and they are adhering to and executing the process correctly.

Proactive in understanding the partnering business units and provide advice for necessary supports.

Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Provide HR policy guidance and interpretation to employees.

Provide support during key discussions and processes including managing difficult conversations.

Take accountability for and facilitate resolution of employee discipline and grievance cases and consult with business/legal as appropriate.

Build and promote a strong sense of engagement with employees

Analyse trends and metrics in partnership with the HR leaders to develop solutions, programs and policies.

Provide guidance and input to partnering business leaders for succession planning.

Support Learning & Development when necessary.

Ad-hoc tasks as assigned.

Job Requirement :

Candidate must possess at least Diploma/Bachelor’s Degree in Business Studies/Administration/Psychology/Management, Human Resource Management or equivalent.

5 years’ experience in HR

Required language(s): English, Mandarin, Malay. We are seeking candidates proficient in Mandarin to effectively communicate with Mandarin-speaking clients.

Required Skill(s): Industrial Relations, Microsoft Office

Personal Attributes :

Strong analytical, critical thinking, research and problem-solving skills

Excellent interpersonal skills and able to interact in a professional and responsive manner to communicate, collaborate and convince managers at many levels on best plan to achieve company goals

Proactive, eager to learn

Able to handle timeline and/or stresses at work.

Ability to act with integrity, professionalism, and confidentiality.

Neat, organized, and adaptable to a fast-paced environ

How do your skills match this job? Sign in and update your profile to get insights.

Your application will include the following questions:

Which of the following types of qualifications do you have? How many years' experience do you have as a Human Resources Business Partner? How many years' experience do you have in Human Resources (HR)? Which of the following Microsoft Office products are you experienced with?

To help fast track investigation, please include here any other relevant details that prompted you to report this job ad as fraudulent / misleading / discriminatory.

What can I earn as a Human Resources Business Partner

• Work collaboratively with other business line HR Business Partner and Hiring Managers in recruitment process delivery.
• Identify and source appropriate talent for the assigned manpower requisition in the organization.
• Responsible to train and managing HR Apprentices / Intern (if any) in recruitment activities.
• Develop creative and cost effective sourcing strategies to attract candidate to fill existing or anticipated openings (job boards, social media, career fairs, cold calls, employee referral etc.)
• Perform pre-screening process, including initial assessment, phone interviews to enhance the quality and relevancy of the shortlisted candidates for the hiring managers.
• Lead and participate of recruitment events such as career fairs, college recruitment programme, graduates development programme, networking events etc.
• Establish strategic alliance with recruitment agencies to ensure end results are delivered as desired.
• Establish good rapport with universities or colleges to build consistent and sustainable talent pipelines.
• Proactively identify opportunities for improvement and make constructive suggestions for change.
• Promote the employer brand of the organization.
• Adherence to SGS Health, Safety and Environment (HSE) Policy by uphold a good safety behavior and exercising necessary standard and process when carry out your responsibilities at all times to ensure compliance to the HSE requirements.
• Perform any other responsibilities as assigned by your reporting manager and/or Senior Management
  
  

• Degree/Diploma in Human Resources, Economics, Business Administration or equivalent.
• Preferable 3 to 5 years experience in talent acquisition
• Knowledge in using computer/MS Office is a prerequisite and exposure to HRIS (particularly in SmartRecruiter) is an added advantage.
• Applicants are able to work remotely and willing to travel nationwide occasionally.
  
  

• Hybrid working style
• Supportive colleagues
• Harmonious workplace relationship

Job Location: Johor, Malaysia

The Human Resource Business Partner (HRBP) serves as a strategic liaison between HR and the business, fostering a deep understanding of business strategies and challenges within the assigned Project Site or Functional Department. The HRBP collaborates with management and the HR team to develop and implement HR strategies that support business objectives.

• HR Advisory & Support: Provide guidance and coaching to team leads and managers on people-related topics, including performance, disciplinary actions, and conduct issues.
• Manpower Planning & Deployment: Develop and implement workforce planning strategies to ensure optimal staffing levels and effective resource deployment.
• Talent Pipeline Development: Collaborate with talent acquisition and learning & development teams to create initiatives and frameworks that attract, develop, and retain talent across various employee levels.
• Employee Engagement & Culture: Enhance organizational culture and employee engagement through various initiatives and programs.
• Implementation of Company-wide HR Processes: Communicate and implement company-wide HR processes and projects within the assigned Project Site or Functional Department (e.g., performance calibration, benefit changes).
• Employee Relations: Foster a positive work environment by addressing employee concerns and resolving conflicts.
• Training and Development: Identify developmental gaps and training needs; work closely with managers and the learning & development team to recommend suitable training programs.
• Use Relevant HR Metrics to Drive Strategy: Analyze HR data and metrics to inform decision-making, develop strategic HR initiatives, and provide inputs to improve HR processes.
• Change Management: Support business changes by providing change management leadership and support.
• Internal HR Liaison: Ensure that business needs are addressed properly and on a timely basis by liaising with the internal HR team.
• Compliance: Ensure adherence to employment laws and regulations.
• Safety Practices: Promote and ensure adherence to safety practices.

Qualifications

• Education: Bachelor's degree in Human Resources, Business Administration, or a related field.
• Experience: Minimum of 5 years of experience in HR; relevant HRBP experience is advantageous.
• Skills: Strong communication, problem-solving, and analytical skills. Proficiency in HR software and Microsoft Office Suite.
• Familiar with employment regulations and HR best practices.

We are a technology company specializing in high-performance computing (HPC) solutions to challenging problems. Our software products and services are at the cutting edge of HPC, delivering efficient scientific data-processing solutions to a diverse industrial client base that includes radio-astronomy, biomedicine, and meteorology, as well as the resource, government, and education sectors.

Key Responsibilities

To succeed in this HR Business Partner role, you need to have proven stakeholder management skills, be agile and able to work well in a dynamic and fast-paced environment.

Strategic Partnership:

• Collaborate with managers/team leaders to understand business objectives and identify HR needs that align with the overall strategy.
• Provide insights and recommendations on people-related issues, talent management, leadership development, and organisational effectiveness.

Employee Relations:

• Serve as a primary point of contact for employee inquiries, concerns, and conflicts, working to resolve issues while upholding company policies and legal regulations.
• Conduct investigations and provide guidance to ensure a fair and consistent approach to employee relations matters.

Talent Acquisition and Management:

• Partner with hiring managers to identify staffing needs and contribute to the recruitment process, including job posting, interviewing, and selection.
• Develop strategies for talent retention, career development, and succession planning within assigned business units and in consultation with the Group HR Business Partner and Head of HR.
• Be responsible for the end-to-end talent acquisition process.

Performance Management:

• Support performance management processes, including goal setting, performance evaluations, and individual development plans.
• Provide coaching to managers/team leaders and employees on performance-related matters.

Organisational Development:

• Analyse workforce trends and metrics to identify opportunities for enhancing team and individual performance.
• Assist in the design and implementation of organisational development initiatives that promote a positive workplace culture.

Compensation and Benefits:

• Collaborate with the HR team to ensure compensation and benefits programs are competitive and aligned with industry standards.
• Assist in gathering market intelligence.

Legal Compliance:

• Stay updated on employment laws and regulations to ensure HR practices and policies are in compliance.

Others:

• Contribute to continuous improvement of HR business processes and document management processes, and ensure HR’s full compliance with ISO requirements.
• Undertake special assignments, ad-hoc projects and related duties as assigned.
• Comply with the Company’s HSE regulations and policy.

Required Skills / Abilities:

• Ability to act with integrity, professionalism, and confidentiality.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict-resolution skills.
• Excellent organisational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to prioritise tasks and delegate them when appropriate.
• Proven experience as an HR Business Partner or in a similar HR role.
• In-depth knowledge of HR practices, regulations, and employment laws.
• Ability to build strong working relationships with diverse teams.

DISCLAIMER:

The offer is subjected to pre-employment screenings that may include, but are not limited to:

• Verification of your right to work in the respective location.
• Provision of applicable and relevant qualifications.
• Nationally approved criminal history check.

Join to apply for the HR Business Partner role at Michael Page

Join to apply for the HR Business Partner role at Michael Page

• A pivotal role in shaping the culture and capability of global business units
• A purpose-driven, innovative environment to transforming live
  
  
  

• A pivotal role in shaping the culture and capability of global business units
• A purpose-driven, innovative environment to transforming live
  
  
  

• Manage Business Capability & Transformation: Lead initiatives and transformation projects spanning multiple business units and geographies.
• Deploy People Processes: Oversee the deployment of cyclical people processes and major programs. Collaborate with Centres of Expertise and the Service & Experience team on design to ensure alignment across Business Units (BUs) and build leader capability through a commercially value-adding approach.
• Provide Expert Advice & Coaching: Deliver risk-based advice, options, and coaching to leaders across multiple BUs and geographies, aiming to build manager capability and organizational scalability.
• Coordinate P&C Activities: Plan, coordinate, and communicate all P&C activities and projects. Collaborate with the Director P&C Governance, Impacts and Insights to ensure strong coordination, proactive planning, and effective communication for implementing major cyclical and COE programs, business initiatives, and transformation activities.
• Drive Continuous Improvement: Identify, deliver, and champion continuous improvement initiatives within the People & Culture team to enhance effectiveness and impact, sharing ideas and driving them forward to implementation.
  
  
  

• A degree in Human Resources, Business Administration, or a related field.
• Ability to communicate clearly and with impact for senior leaders across Global Business Units.
• Committed to continuous learning, able to adapt to changing work, manage multiple deliverables under pressure, and meet timelines. Demonstrates an interest in working with diverse business groups and leaders.
• Ability to develop and deploy plans to guide leaders through organizational change (cultural shifts, major program implementation, restructuring, cyclical processes), ensuring employee engagement is maintained during transitions.
• Ability to use good judgment and escalate matters to other stakeholders as appropriate when resolving complex problems.
• Understanding of the implications and risks of organizational change within local employment legal contexts, and the ability to explain these to leaders.
  
  
  

• Opportunities for professional growth and development within the life science industry.
• An inclusive and collaborative workplace culture.
  
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Training and Human Resources
• Industries Hospitals and Health Care, Pharmaceutical Manufacturing, and Medical Equipment Manufacturing

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CHANEL Kuala Lumpur, Federal Territory of Kuala Lumpur, Malaysia

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CHANEL Kuala Lumpur, Federal Territory of Kuala Lumpur, Malaysia

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Your role @ CHANEL

This role acts as a strategic HR Business Partner accountable for the alignment of mid- and long-term strategies and actions to achieve business/functional ambitions for Chanel Malaysia and to advance the overall people agenda for the House. The individual provides consulting and advisory to strategically plan and proactively address organisation, people and talent needs to constantly strengthen Chanel’s workforce capabilities and agility to meet evolving business needs.

Your role @ CHANEL

This role acts as a strategic HR Business Partner accountable for the alignment of mid- and long-term strategies and actions to achieve business/functional ambitions for Chanel Malaysia and to advance the overall people agenda for the House. The individual provides consulting and advisory to strategically plan and proactively address organisation, people and talent needs to constantly strengthen Chanel’s workforce capabilities and agility to meet evolving business needs.

In a constantly changing landscape, the individual should anticipate future needs and lead change effectively; also ensure that Chanel is sourcing, nurturing and engaging best talents and leaders to realise Chanel's priorities. As an effective HR Business Partner, the individual should represent business needs and galvanise key stakeholders’ diverse perspectives and collaboration to derive optimal solutions for the business. The individual is responsible for orchestrating relevant expertise within the People & Organisation function to support the quality delivery of proposed HR solutions, to achieve maximum human resources performance for optimal business outcomes.

The impact you can create at CHANEL

Act as a trusted advisor, thought partner and sounding board to the senior stakeholders and teams to address challenges, both business and people:

• Translate the vision and strategies into action, from conception to completion, through the people lens, incorporating innovation, agile organisation design and new ways of working
• Provide change practitioner leadership and guidance in managing changes in organisation and ways of working
• Champion workforce planning and talent pipelining for office/ retail populations in strong partnership with relevant People & Organisation stakeholders
• Share regular external market insights and internal people data / trends to facilitate decision making around our people.
  
  
  

• Consults with market business/function leaders (and managers) and subject matter experts to project future skills demand and supply, with focus on retail needs
• Partner with market business/function leaders to develop and define people strategies and workforce plan to drive business and corporate priorities for next 3-5 years
• Engage senior management and MY General Manager, People & Organisation to support and validate plan in the context of total market and overall priorities
• Ensure delivery of workforce plans and review progress periodically, through alignment with business and corporate leaders, making adjustments where necessary.
• Facilitate and advise business leaders on evolution of organisation design and organisation development implementation as appropriate to effectively deliver business vision, strategy and plans.
• Drive improvement of organisation design to drive greater ROI in people investments and organisation effectiveness
• Define holistic change management project plan in view of all strategic business and people initiatives and mobilise relevant resources and project team members to deploy appropriate action plan. Manage change management project timelines and ensure deliverables are met in a timely, effective and appropriate manner.
  
  
  

• Lead the resources mobilization, planning and forecasting for the best deployment of people.
• Assess current and future capabilities required to deliver business strategy, and identify hiring and development needs, aligned to strategic workforce plan. Ensure synergy with other teams and deploy capability action plans
• Manage HR budgeting process for designated business(es). Gather people priorities (including but not limited to headcount and talent plans) with inputs from other HR domains, translate to budget requirements. Coordinate with MY GM, P&O and Finance to monitor and manage people costs of the assigned business/functional portfolio.
• Track turnover statistics and is responsible for mobilising resources to understand trends and address opportunities to maintain a healthy level of turnover for the designated division / function
  
  
  

• Custodian of division / function talent. Manage talent and is accountable for shaping, deploying and tracking each talent’s individual development plan with their line managers
• Facilitate talent review sessions to identify high potential talent for critical roles within the business in accordance with Chanel’s talent philosophy and framework. Together with Learning & Development team and with the support of People Experience, manage and ensure viable talent pipeline and succession plan for leadership and critical roles within the business and obtain endorsement from regional and market stakeholders.
  
  
  

• Drives the identification of learning and capability needs via holistic perspective from variety of internal sources (business, employees and SME from people solutions), external sources and data analytics.
• Forecast and prioritise learning and capability needs ahead of the curve
• Responsible for creating and executing action plan(s) to address talent development and capability needs in alignment with the strategic workforce plan.
• Curate and deploy appropriate market solutions with business stakeholders. Responsible for evaluating program effectiveness and performance impact.
  
  
  

• Responsible for overseeing hiring needs within division / function. Supports and directs hiring requests to the appropriate channels and ensures hiring quality and efficiency in partnership with Talent Acquisition and/or other HR teams.
• Responsible for advising the direction toward the end-to-end recruitment of “non-rule-based roles” i.e. confidential hires, new capabilities, critical roles and all other roles not covered by a standard hiring protocol within division / function. (further scope will be defined)
• Advise on the sourcing strategy in partnership with Talent Acquisition team. Understands unique local market needs and leverages appropriate sourcing channels to bring the right candidates in line with business needs. Proactively obtains data analytics and market intelligence to gain an ‘outside-in” perspective on hiring trends and generate prospective candidate pools.
• Partner and guide managers in the job mission description, facilitate the selection of candidates with right competencies and culture fit using effective screening and assessment processes. Guide managers in the interpretation of assessment results.
• Conduct job evaluation and propose relevant compensation for new hires and talent mobility. Obtain sign off with the Rewards team
• Responsible for designing and providing inputs to onboarding program for all hires and ensuring effectiveness and optimal employee experience for the 100-day orientation in partnership with People Experience.
  
  
  

• Support People Experience team to partner with business leaders to shape annual priorities and translate them into areas of focus for each population
• Coach and guide business leaders in understanding and implementing Performance @ Chanel for their team. In partnership with People Experience team, ensure effective usage of performance indicators within division / function.
• Advise business leaders on annual compensation review for their team members. In partnership with Regional Reward and People Experience team, manage ACR process and provide advisory to ensure complete considerations both for the individual and business as a whole.
  
  
  

• Review salary / compensation competitiveness of key talents and senior leaders within the designated business/functional portfolio. Facilitate the annual compensation review cycle
• Review Retail Compensation Incentive Scheme structure and partner with Regional Reward team to provide appropriate recommendations to Business. Strategically plan and deploy changes with appropriate partners in retail management or People Experience teams to ensure optimal impact
  
  
  

• In partnership with People Experience team, responsible for division / function communication plan, which is part of the overall market plan, and deployment.
• Curate and tailor program communication materials / information to convey desired message clearly and effectively to the target audience(s). Plan and manage deployment of communication through appropriate and effective channels.
• Present and communicate with impact and empathy
• Collate feedback and channel responses to relevant platform to gather insights
• In partnership with PE team, responsible for market division / function engagement plan. Derive meaningful insights from employment engagement/ VOE (Voice of Employee) surveys / pulse checks and recommend appropriate action plan to improve targeted and prioritized areas. Plan and manage deployment of action plan(s) in collaboration with People Experience team.
  
  
  

• In partnership with People Experience team, advise business leaders on managing voluntary / involuntary employee exits (due to redundancies, retirement etc), especially of key talents/senior leaders, to ensure minimal impact on business and brand image and that actions are in accordance to labour laws.
• Work with business on vacancy replacement and role reshaping
  
  
  

• Address exceptions and escalations
• Quickly understand the business unit implications of an enterprise-wide or individual emergency and coordinate an efficient response with the appropriate internal groups and / or applying relevant employee policies and benefits
  
  
  

• Designated point of contact with division / function leader and his/her direct reports (ELC-1) for all people matters, providing advice and ensuring compliance on local labour legislation and regulations as well as internal Chanel policies.
• Coach division / function leader and his/her direct reports (ELC-1) on people performance issues, career development and team management, leveraging on appropriate partners where necessary.
  
  
  

• Bachelor Degree with major in Human Resources Management, Business Administration or related discipline. Experience in management or HR consulting is preferred
• Post graduate qualification of Human Resources / Psychology / Business is an advantage.
• Fluent in English is a must, local language is a plus
  
  
  

• Minimum 10-15 years' in strategic HR roles with heavy talent management and/or organisation design/development focus, preferably in multinational organisations, retail business or companies in innovative industries.
• Solid organisation, culture and people leadership experience gained from sizeable multinational, matrixed companies with recognized people practices
• Strong business acumen and sensitivity to changes in the external business, economic, people & technological environment
• A seasoned change practitioner with proven track record in leading and driving organisational change and business transformation in partnership with senior business leaders
• Outstanding facilitation skills and able to lead conversations across diverse topics leading to clear actions that drive impact
• Strong drive to make things happen.
• Strong capability to prioritize, manage multiple projects and meet deadlines.
• Highly analytical, meticulous, organised and results oriented.
• Strong written and verbal communication skills, together with strong presentation skills.
• Excellent interpersonal and communication skills with the ability to build a strong relationships & partnerships with people from different levels in the organisation and with different styles
• Agile, ability to use discretion and deal effectively with uncertainty, change and ambiguity.
• Innovative, open-minded, proactive, independent and customer orientated.
  
  
  

• Division Leader, key business partner
• Stakeholders: P&O GM, MD and ELC
• People Experience, in deployment of projects and people discussions
• Talent Capability Development: Partner in talent acquisition and L&D related topics
• People Tech & Solutions, in obtaining SME support and expertise
• HR Business Services, for HR processes
  
  
  

• Consultants, Vendors
  
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Retail and Retail Luxury Goods and Jewelry

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Home to the world's best loved and trusted hygiene, health, and nutrition brands. Our purpose defines why we exist: to protect, heal and nurture in the relentless pursuit of a cleaner, healthier world. We are a global team united by this purpose.

Join us in our fight to make access to the highest quality hygiene, wellness, and nourishment a right and not a privilege.

Our HR Team are the force for good that bring Reckitt's ambition to life. We work together to ensure the delivery of sustained profitable growth by unleashing the power of our purpose, people and performance.

Now is an exciting time to be part of shaping the future of HR, influencing an exciting global organisation, while developing business and functional leadership skills, all at the same time.

Whatever your role in our HR community, you'll take ownership of your projects and workstreams. We focus on developing our leaders to spearhead our culture and growth, so you'll be supported and mentored to deliver the right plans to drive business performance - and we'll celebrate the results with you along the way.

Partnering with a dedicated business function, you’ll be responsible for the HR agenda delivery for your assigned client group within the commercial business, working in partnership with a dynamic leadership team to drive HR strategy.

• A trusted HR advisor to the business in driving talent strategy and initiatives on employee lifecycle from attraction, recruitment, retention and development.
• Advice, coach and mentor managers on people related issues. Act as change agent and facilitate transition.
• Drive people agenda, this includes planning around performance management, talent, recognition, culture, leadership and diversity.
• Lead the Learning and Development (L&D) plan and execution to build leadership capabilities in the organization.
• Champion the change management activities to drive global HR transformation agenda.
• Champion the local activation of Reckitt’s global agenda on Diversity and Inclusion (D&I)
• Understand and implement global HR policies, practices, and tools, ensuring managers are properly informed and trained.
• Accountable for HR data quality and leverage HR data for insights and action planning.
• Ensure compliance with all local labour laws and Global and Local HR policies
  

What challenges will you face?

• A big challenge is that the foundation of HR activities is somewhat fluid, so what may have been set on how to deal with an issue last year is not the way things need to be handled this year. You will need to stay on top of changing issues in addition to changing internal policies and processes in a dynamic organization such as Reckitt. Other challenges can include influencing stakeholders to see your point of views, blaance of compassion and practicality.

• 5-7 years’ combined experience in a HR function as a business partner in MNC environment.
• A degree from a recognized university with knowledge of local labor legislation.
• Possess a can-do attitude and take initiative to handle and resolve issues independently and quickly.
• Excellent interpersonal skills and the ability to interact comfortably/competently with individuals at all levels of management to understand their business needs.
• Strong organizational, written, and verbal communication skills.
• Strong sense of urgency and attention to detail is a must; ability to work independently under general direction.
• Proficiency of SAP Success Factor, MS Office, and PowerBi. Any other additional technologies is an advantage.

Employee relations, Labour legislation, Strategic Mindset, Diversity and inclusion, Organisational structure, Coaching skills, Facilitation skills, Change management, Execute plans, Strategic mindset, Employment engagement, Digital literacy, Data and Analytics, Storytelling, Commercial acumen, Courageous leadership.

With inclusion at the heart of everything we do, working alongside our four global Employee Resource Groups, we support our people at every step of their career journey, helping them to succeed in their own individual way.

We invest in the wellbeing of our people through parental benefits, an Employee Assistance Program to promote mental health, and life insurance for all employees globally. We have a range of other benefits in line with the local market. Through our global share plans we offer the opportunity to save and share in Reckitt's potential future successes. For eligible roles, we also offer short-term incentives to recognise, appreciate and reward your work for delivering outstanding results. You will be rewarded in line with Reckitt's pay for performance philosophy.

We recognise that in real life, great people don't always 'tick all the boxes'. That's why we hire for potential as well as experience. Even if you don't meet every point on the job description, if this role and our company feels like a good fit for you, we still want to hear from you.

All qualified applicants will receive consideration for employment without regard to age, disability or medical condition; colour, ethnicity, race, citizenship, and national origin; religion, faith; pregnancy, family status and caring responsibilities; sexual orientation; sex, gender identity, gender expression, and transgender identity; protected veteran status; size or any other basis protected by appropriate law.