HR Business Partner

Job description

About TCS

A purpose-led organization that is building a meaningful future through innovation, technology, and collective knowledge. We're #Onetcs.

Please find the job description below Job Title

HR Business Partner, Compliance Specialist Lead, ASEAN Location: Malaysia Experience: 6 to 12 years Key Responsibilities: We are currently hiring a Country HR Business Partner to lead employee engagement and leading compliance rigor for ASEAN countries to join our ASEAN HR team.

Responsibilities

• Support the development and drive HR strategies taking into account business priorities and the Country HR Initiatives.
• Diagnose and deliver full talent interventions (quality, diversity, and depth) against business needs.
• Analyze data trends and metrics to inform business decisions.
• Responsible for administering performance management program.
• Provide guidance on employee behavior and conflict resolution.
• Conduct investigations in response to employee complaints.
• Define, communicate, and put into effect specific capability requirements for business units.
• Mediate and resolve employee relations issues; conduct thorough and objective investigations when necessary.
• Engaging with employees and create approach and plan interventions to build employee morale, improve workplace relationships, and boost productivity and retention.
• Steer and lead the support services team effectively and deliver to stakeholders/customers’ expectations, including SPOC to lead resourcing team to closure of hiring demands.
• Responsible and driving compliance to laid down country policies and process guidelines.
• Generate periodic Reports/Dashboards to the BG’s business & stakeholders.
• Collaborate with resourcing team to develop & drive effective branding initiatives in collaboration with Unit stakeholders/ Leaders of the Unit
• Channelize and resolve concerns from various stakeholders as well as manage exceptions with respect to all HR functions.
• Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees; collaborate with the corporate legal advisory department or legal counsel when necessary.
• Design and implement effective training and development plans.
• Respond to employees’ queries and resolve issues in a timely and professional manner.
• Measure organizational health and lead appropriate employee engagement and Transformational strategies o Leverages internal and external best practice to ensure competitiveness of employee recognition strategy o Diagnose and deliver recognition interventions to drive business performance