HR Business Partner Manager (MNC)

• Permanent position/ MNC/ Near MRT/ Manufacturing • AWS bonus/ Annual Leave/ Medical Benefit/ Dental Benefit • 5 days’ work week: Mon- Fri /8.15am - 5.45pm Our client (MNC) is a global advanced precision engineering & manufacturing company for Medical devices and Automotive industries. They are actively looking for HR Business Partner Manager (HRBP) . Reporting to: Director, Group HR Summary • Partner with plant leadership and functional managers to align people strategies with operational and business objectives. • Responsible for employee relations, workforce planning, performance management, talent development, organizational effectiveness, and compliance across the manufacturing site. • Combine strong HR expertise with a practical understanding of manufacturing operations, including shift-based workforce, production demands, safety requirements, and labor relations. ResponsibilitiesHR Business Partnership • Serve as a trusted HR advisor to plant leadership, production managers, and functional heads. • Translate business priorities into practical workforce and people-management plans. • Provide guidance on organizational structure, staffing, productivity, employee engagement, and change management. • Use workforce data and HR metrics to identify trends, risks, and opportunities for improvement. Employee Relations • Advise managers on employee relations matters, including conduct, attendance, grievances, performance concerns, disciplinary action, and conflict resolution. • Conduct fair, timely, and confidential workplace investigations. • Promote consistent application of HR policies, procedures, and employment practices. • Build positive relationships with employees across production, maintenance, quality, engineering, supply chain, and support functions. • Support labor relations and collective bargaining activities where the workforce is unionized. Workforce Planning and Recruitment • Partner with operations leaders to forecast workforce requirements based on production volumes, shift patterns, overtime, turnover, and business plans. • Coordinate with recruitment teams to fill hourly, technical, supervisory, and professional roles. • Support headcount planning, succession planning, internal mobility, and retention initiatives. • Improve on boarding and integration for new employees, especially plant-floor and shift-based employees. Performance and Talent Management • Facilitate goal setting, performance reviews, talent assessments, and succession-planning processes. • Coach managers on providing feedback, handling under performance, and developing employees. • Identify capability gaps and work with leaders to implement training and development plans. • Support the development of frontline supervisors and emerging leaders. • Promote career development and internal progression within the manufacturing workforce. Employee Engagement and Culture • Develop initiatives that improve engagement, retention, communication, and workplace culture. • Maintain a visible presence on the manufacturing floor and build credibility across all shifts. • Support employee recognition, well being, inclusion, and communication programs. • Analyze engagement surveys, exit interviews, absenteeism, and turnover data, then coordinate action plans with management. Compensation and HR Operations • Support annual salary reviews, incentive processes, job evaluations, promotions, and compensation benchmarking. • Partner with payroll and benefits teams to resolve employee concerns accurately and promptly. • Help maintain accurate employee records and HR information systems. • Ensure HR processes are administered consistently across departments and shifts. Compliance, Safety, and Risk Management • Ensure HR practices comply with applicable employment laws, labor regulations, company policies, and ethical standards. • Partner with Environmental, Health, and Safety teams to reinforce a strong safety culture. • Support return-to-work, workplace accommodation, occupational health, and attendance-management processes. • Maintain accurate and confidential documentation for audits, investigations, and regulatory requirements. • Identify workforce-related risks and recommend appropriate corrective or preventive actions. Change and Continuous Improvement • Support organizational changes, restructuring, technology implementation, and operational improvement programs. • Apply continuous-improvement principles to simplify and strengthen HR processes. • Participate in plant leadership meetings and contribute to site-level business planning. • Lead or support HR projects across the plant or broader organization. Requirements • Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or a related field. • Min 5-8 years of progressive HR experience, as HRBP, HR Generalist or plant HR role. • Experience in a manufacturing or similar operational environment is strongly preferred. • Working knowledge of applicable employment legislation and employee-relations practices. • Experience supporting hourly, shift-based, and salaried employee populations. • Union or labor-relations experience is preferred where relevant. • Proficiency in HR information systems, Microsoft Office, and workforce reporting tools. • Able to work independently and as part of a team. • Can start work immediately or at a short notice. #J-18808-Ljbffr