HR Business Partner Manager (Total Rewards)

AirAsia (Don Mueang)

Bangkok, Thailand

Thai AirAsia is among Asia's fastest growing airlines. We are zooming into our 14 years of operations with 3,700 efficient staffs ready to give excellent service. To date, more than 12 million guests have flown with us. We have the most extensive route network and the most number of flights in Asia. Our organization continues to move forward. Our fleets are expanding with the continuous arrival of brand new Airbus A320-200 aircraft with the vision of being the leading sustainable travel technology company in Asia providing more than just affordable flights. Besides, we have the mission to provide the highest quality product, embracing technology to reduce cost, enhance service, to care for all our stakeholders, from Allstars, guests, business partners, and investors to communities and governments, to create jobs across the region.

About this position

HR Business Partner Manager position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization.

Responsibilities

• Possess a solid understanding of the top priorities of the organization’s fiscal year priorities and will attend the relevant business meetings with key leaders/ stakeholders.
• Manage and possess compensation strategies for departments with Group Reward.
• Participate in organizational design efforts and works with key leaders/ stakeholders to advise on new structures, roles, and skills required to support the business priorities.
• Work with the COE (Centre of Excellence) to develop the relevant change management plans to ensure that change is successfully adopted throughout the organization.
• Partner with the COE, develop the relevant HR strategies and plan to align with the business objectives in order to enhance productivity.
• Provide guidances and inputs for the business on strategic workforce planning, succession planning, organizational structure changes, organization improvement and redesign organization.
• Analyze and summarize organization data to produce metrics that allow HR to make recommendations to key leaders/ stakeholders.
• Apply knowledge and provide input to key leaders/ stakeholders to develop programs, talent planning, and other interventions that improve business operations.
• Develop and maintain a thorough understanding of the organization financial metrics, business plan and stakeholders’ expectations to support the HR needs of the business.
• Work closely with management and employees by coaching and guide to improve work relationships, build morale, and increase productivity and retention.
• Work closely with COE’s on various projects and HR Program roll-outs; liaison between COE and the business; coordinates and facilitates HR programs including talent management programs (talent review, calibration), compensation (annual compensation review), etc. works with internal HR partners to reconcile program-related issues.
• Advise Managers in the resolution of employee relations and employee performance issues; conducts research and investigations, as needed, to support the decision-making process; determines necessary actions to ensure fairness and legal compliance; counsels employees and management and develops and administers corrective action plans.
• Proactively keep track and assess company environment, competitive environment, and market trends and developments within functional area.
• Perform other related duties as assigned.

Requirements

• Bachelor's Degree or above in any fields of study with direct experience in HRBP in a dynamic or complex organization.
• At least 8 years of experience resolving complex employee relations issues with in-depth knowledge and proven work experience as an HR business partner.
• Have working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union.