Reports to: General Manager Employee Experience
The Head of Business Partnering is accountable for providing expert HR, business improvement and organisational effectiveness support and advice to leadership teams and management across the business from a broad people & capability perspective, and to act as a bridge between Centres of Excellence (CoEs) and departments - both informing CoE strategy design and supporting implementation activity.
The job holder will use data and insights inform input, influence thinking and draw on the full array of HR disciplines to determine the best approaches, models and tools to meet business needs.
The job holder is required to provide an advisory service to Airline subsidiary companies as required and lead industrial relations activity for Hong Kong ground employees.
Leading and coaching a team of business partners is also a key focus for this role.
Responsibilities and Tasks:
- Work with Senior Leadership to understand business strategies and priorities – and to provide the necessary support to meet business objectives
- Ensure the effective execution of HR frameworks, policies and initiatives developed by the CoEs
- Work with the Head of Internal Communications to ensure engagement and communications activities and forums are in place and that two-way listening and dialogue is effective
- Work with our global Regional Heads of People to share knowledge of HR policies and practices and to ensure policies are implemented and applied consistently globally, while meeting local regulatory and compliance requirements
- Lead PPL & business units in budgeting, forecasting and planning their talent pipeline requirements - including overseeing the review and approval of replacement headcount requests against the establishment and to make recommendations for approval of justifiable requests of new headcount
- Equip business leaders with the appropriate tools and knowledge to effectively manage and develop their people and provide proactive guidance and counsel on people related issues such as employee relations, performance management, developmental feedback, etc.
- Provide thought leadership, expertise and best practice insights to support organisational design and change management activity
- Formulate IR strategy and manage the relationship between PPL and the Local Staff Union (LSU)
- Lead the conversations with unions relating employment related matters including but not limited to year-end compensation discussions
- Act as the programme lead on diversity & inclusion initiatives globally
- Strong generalist / business partnering HR experience and technical depth in multiple areas of HR which will include some of the following (change management, employee engagement, L&D, reward, organisational design, talent management or internal communications)
- Strong business acumen with proven ability to understand complex business issues and recommend HR initiatives/solutions to support business strategies in a changing environment
- Strong functional HR knowledge; well versed in disciplines of the HR function and stay current in emerging talent practices and developments
- Experience leading HR activity and teams in an MNC Likely to have 12-15+ years’ experience in HR, and at least 5 years in HR leadership roles
- Proven track record of working with and influencing executive leadership
- Proven experience driving major, long-term change activity across multiple geographies
- Possess a strong understanding of the various statutory requirements related to HR processes and procedures across different geographies
- Able to develop and maintain a trusting and positive industrial relationships ideally with experience in participating and leading discussions with union(s)
- Exceptional interpersonal and relationship management skills
- Strong leadership and coaching skills
- Setting Directions
- Leading and Engaging Teams
- Driving Business Performance and Change
- Developing and Recognising Others
Application Deadline: 29 March 2019
Cathay Pacific is an Equal Opportunities Employer. Personal data provided by job applicants will be used strictly in accordance with our personal data policy and for recruitment purposes only. Candidates not notified within eight weeks may consider their application unsuccessful. All related information will be kept in our file for up to 24 months. A copy of our Personal Information Collection Statement will be provided upon request by contacting our Data Protection Officer.