HR BUSINESS PARTNER III
At a glance
Mid-level HR Business Partner & Generalist role at TE Connectivity. Zhuhai.
Pay not stated HR Business Partner salary
hrroles summary, based on the employer's posting.
What you'll do
- Advise BU and function leaders on business challenges, then shape HR responses with regional partners and HR specialist teams
- Forecast staffing and skill needs using production plans and technology changes, then plan how to build or source those capabilities
- Review structures, processes and roles, and lead redesign work that improves agility and aligns the organization with business strategy
- Strengthen succession and talent development for critical roles, and support site leadership reviews
- Run engagement surveys and follow-up actions, support annual performance cycles, and uphold local labor and ethics requirements
What you bring
- A bachelor's degree or equivalent, with a human resources field preferred
- At least eight years in HR, including three or more years in an HR business partner position
- Experience in an international organization and fluency in spoken English
- Strength in workforce planning, talent development, organizational effectiveness and employee engagement
Who this fits
This role suits an experienced HR partner who can work with business leaders on workforce, organization and talent priorities. You'll support a site in Zhuhai and need fluent spoken English.
From the employer
Job Overview
Manages human resources programs and initiatives and provides strategic support for a client group.
Job Requirements
HR Business Partnering：
1）Partner with BU/Function leaders to contribute to the analysis and prioritization of the critical business challenges faced by the designated functions and deploy appropriate HR interventions
2）Coordinate effectively with the HR regional partners and HR COEs to effectively deliver the HR services required to drive the business imperatives of the BU and/or Function.
3）Contribute to the realization of the HR operating model with the objective of continuously improving HR performance and enhancing HR’s ability to support the BU’s/Function’s growth goals and objectives
Organization Review & Design for Effectiveness
1）Partner with business leaders to forecast future talent needs based on production volume, technology roadmap, and skill evolution. Develop strategies to build, buy, or borrow required capabilities.
2）Under line manager's instruction, conduct ongoing analysis of organizational structure, processes, and roles. Lead/co-lead redesign initiatives to enhance agility, reduce complexity, and optimize org structure in alignment with business strategy.
Talent Development & Succession Planning
1）Drive key talent development plans to strengthen the talent pipeline for critical positions;
2）Facilitate site Organizational Leadership Review (OLR) and strategic succession planning outcomes/requirements support the business;
3）Refine the talent development system
Talent Development & Succession Planning
1）Drive key talent development plans to strengthen the talent pipeline for critical positions;
2）Facilitate site Organizational Leadership Review (OLR) and strategic succession planning outcomes/requirements support the business;
3）Refine the talent development system
Employee Engagement Improvement
1）Conduct yearly EVC survey2）Actions dig out for EVC improvement
2）Regular review the progress and make sure every action well done
3）Champion plant culture initiatives that foster a high-performance, inclusive, and collabrative work environment.
Performance Management
1）Conduct annual goal setting
2）CPD1.2.3. promotion to help people manager well use the tool
3）Designated functions' year end review accoring to the BU timeline.
4）Ensure the robust implementation of performance management system to drive a high-performance culture
Others
1）Follow labor & ethcis management of company
2）Ensure local practice to meet company and legal requirements
3）Others assigned by line manager
What your background should look like
1.Bachelor degree or above (or local equivalent), HR related major preferred
2.Typically requires minimum 8+ years of professional working experience in HR environment required，3+years in HRBP role
3.Experience working in global or international organizations
4.Functional Expertise: Workforce planning, talent review & development,organizational effectiveness and engagement
5.Business Acumen (understand how the business works from customers and markets to operations and financial points of view) in creating value for TE.
6.Fluent oral Englisih
Competencies
Values: Integrity, Accountability, Inclusion, Innovation, Teamwork
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HR Business Partner & Generalist
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