Manage the operational HR function, deploying and providing HR solutions to make the business more responsive and competitive.

REPORTING TO: Business Unit Director

TASKS AND RESPONSIBILITIES:
1. TRAINING

Work with the line managers to capture and assess the training needs in the Pacific Asia Business Unit.

Ensure that training needs are addressed as per legal/contractual requirements and priority decided by the business.

Identify and short-list effective training agencies while ensuring the high quality of trainers, training facilities and pedagogical materials

Work with the Competency Development Center in France to identify training programs scheduled through the year and possible attendees from Pacific Asia Business Unit.

Report the training progress on an annual basis to the head-office.

2. INDUCTION

Ensure that entities Handbooks and presentations used for the inductions are up to date.

3. PERFORMANCE MANAGEMENT

Coordinate Annual Appraisal Campaigns between different countries and HR HQ to ensure appraisal done on time. Provide training on annual appraisals to newcomers.

Work with the countries HR Managers to identify the right population eligible for annual appraisals before the campaign.

Assist the managers in setting SMART objectives in line with the business’s objectives.

Assist in CEDRE and succession planning when needed.

Be a focal point of contact for all Countries HR Managers and assess their performance for the BU Director.

4. RETENTION

Coordinate with the recruitment team and the business to retain key resources when the expectations captured in the exit interviews match sufficiently with the opportunity.

5. RECRUITMENT

Identify local and regional recruitment agencies and shortlisting those that met the required standards of competitive pricing, quality and quantity of candidates, response time etc.

Coordinate with local recruitment team for recruitment campaigns, and if needed on sourcing for certain positions.

Coordinate partnerships with schools or universities.

6. MARKET ANALYSIS

Work with the sourcing team in capturing market trends and competitor strategies.

Analyze the data and proposing new strategies and solutions to make the business more competitive.

7. COMPENSATION AND BENEFITS

Compare the C&B policy of the company with the majority trend in the market and propose changes when necessary.

Coordinate the Annual Increment campaign, analyze gaps and prepare BU report to assist BUD for validation.

Coordinate HR projects between HQ and countries for deployment, provide local support as and when needed.

Provide support to countries HR Managers for payroll and software updates, audit regularly data between IFS and local payrolls

8. COMMUNICATION

Coordinate with country representatives to receive news such as achieving project milestones, appreciation from clients, exemplary team effort, innovation, events etc.

Master’s degree or Bachelor’s degree in Business Administration, Management, Human Resource Management, Economics or Political Science or related functions.
Minimum 3 years in, human resource management, human resource development, and organization development, preferably in technical or Energy sector.
Analytical and goal-oriented skill and Experience in HR Business Partner is preferred Excellent Communication, Good leadership and people management skills.
Sufficient knowledge in the labor regulations and laws.

ENGLISH Mandatory. French is a real PLUS and Thaï/Bahasa optional.

Written and oral communication.

Persuasiveness.

Confident with the pressure.

Have a very good relationship.

Be proactive (find solutions to complex situations).

Have a transversal vision.

Accept having to do missions abroad

Have leadership in HR.

Lead by example.

Spie Promotes Diversity.

Not Applicable

Spie Promotes Diversity.