Manager, HR Partnering

As the Manager, HR Partnering at NTU, your key responsibilities will include establishing strong partnerships with business units, identifying people-related risks, advising on HR policies, facilitating industrial relations matters, and collaborating with senior leaders on HR initiatives. Your strategic input will be vital in driving organizational effectiveness and ensuring effective recruitment and talent management processes.

To qualify for the Manager, HR Partnering position at NTU, candidates should possess a degree and a minimum of five years of relevant HR experience, preferably in an HR Business Partnering role. A good understanding of employment legislation and labor laws, along with excellent communication and interpersonal skills, is essential.

The Manager, HR Partnering at NTU plays a crucial role in employee engagement by actively implementing HR programs that focus on talent management and performance management. By collaborating with stakeholders and advising on policy changes, you’ll help create a positive workplace culture that values employee input and supports their growth.

At NTU, a Manager, HR Partnering can expect a collaborative work environment that values flexibility and adaptability. With exposure to a matrix organizational structure, you’ll work closely with various teams and senior leaders, ensuring that HR strategies align with evolving business needs, all while fostering a supportive workplace.

Within NTU, the Manager, HR Partnering has the potential for growth into higher positions, such as Assistant Director, depending on experience and performance. The role starts with a 3-year contract including full benefits, with the prospect of conversion to a permanent role based on your contributions to the university.

When responding to this question, focus on specific examples from your previous roles. Highlight instances where you effectively partnered with business leaders, initiated HR strategies, and drove organizational changes that benefitted the workforce.

To answer this, share your approach to conflict resolution, emphasizing your communication skills, ability to mediate tensions, and use of policies to guide your interventions.

Discuss specific policies like performance management, talent development, and feedback mechanisms. Use examples from your past experience where such policies led to improved engagement levels.

Share techniques you use for time management and prioritization, such as understanding business needs, setting clear deadlines, and leveraging collaboration tools to ensure timely completion.

Detail your methods of staying informed about labor laws, training staff on compliance, and auditing HR practices to prevent issues. Use past experiences that demonstrate successful compliance management.

Provide a clear example where you identified the need for a policy change, built a case for it, and worked with stakeholders to implement it, emphasizing the positive outcomes of that change.

Discuss how data analytics can guide HR decisions around recruitment, employee satisfaction, and performance management. Use examples of metrics you've worked with to illustrate your point.

Share your strategies for promoting diversity and inclusion, such as implementing training programs, reviewing hiring practices, and creating a culture where diverse voices are heard and valued.

Talk about your experience in assessing talent needs, developing training programs, and implementing succession plans that align with organizational goals, using specific examples from your past roles.

Illustrate your commitment to professional development by discussing resources you utilize, such as HR journals, seminars, or networking with industry peers, and how this knowledge benefits your role.