HR Business Partner

Job description

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.

Key Responsibilities:

STRATEGIC FOCUS:

Strategic Workforce Planning & Shaping and Organisation Design / Change Management

·  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.

Headcount & Capability Plan, HR Budgeting and Reporting

·  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

Talent Management

·  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.

Learning and Capability Development

·  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.

DAILY OPERATIONS:

Talent Acquisition & On-boarding

·  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.

Performance Management

·  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.

Rewards

·  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

Employee Communications and Engagement

·  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. 

Exit Management

·  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

Emergency Responder

·  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

Employee Interface

·  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.  

What you will bring  

Academic / Professional Qualifications

·  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

Work Experience & Required Competencies

·  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.

Key Interactions / Stakeholders:

Internal

·  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

External

·  Consultants, Vendors

At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to Chanel.