Human Resource Business Partner (South-East Asia)

As a Human Resource Business Partner at ShopBack, your responsibilities will include partnering with key stakeholders in the South-East Asia region to implement HR policies, running efficient onboarding procedures, and leveraging data insights to enhance employee engagement and retention. You'll serve as a key advisor, guiding managers on performance management and fostering a high-performance culture, while effectively addressing employee disciplinary issues, and championing our core values.

To qualify as a Human Resource Business Partner at ShopBack, candidates should possess 5 to 8 years of relevant HR experience with a focus on South-East Asia. A bachelor's degree from a reputable university and excellent communication skills in English are essential, while proficiency in additional languages is a plus. A strong understanding of employment legislation in SEA along with a proven ability to analyze people data and metrics is also crucial.

Successful Human Resource Business Partners at ShopBack should excel in communication and relationship management across all organizational levels. Additionally, skills in analytical thinking, problem-solving, and adaptability to fast-paced environments are essential. A provision to handle ambiguity, alongside possessing a strong work ethic and the ability to manage sensitive information with confidentiality, are critical traits for this role.

ShopBack offers an exciting career progression path for Human Resource Business Partners. By taking on various challenges and responsibilities within the role, you will have the opportunity to enhance your competencies and advance into higher levels of HR leadership. With a commitment to personal growth and professional development, ShopBack creates an environment where you can thrive and achieve your career ambitions.

The company culture at ShopBack is characterized by collaboration, candid feedback, and a commitment to growth. As a Human Resource Business Partner, you will be part of a vibrant team that values hard work, speed, and impactful results. The culture is designed to empower you in delivering a great employee experience and fostering an engaging workplace while enjoying the Work-From-Anywhere benefits and supportive environment.

To ensure a smooth onboarding process, I focus on understanding the specific needs of each department while collaborating with hiring managers to tailor the onboarding experience. This could include preparing onboarding materials ahead of time, ensuring all necessary documentation is in place, and setting up meetings between new hires and key team members to facilitate early integration.

Certainly! I once initiated an employee feedback program that included regular surveys and focus groups to understand employee needs. Based on the feedback received, I proposed several initiatives like structured team-building events and recognition programs, which ultimately boosted engagement metrics significantly.

In handling disciplinary actions, I believe in maintaining transparency and following a well-defined process. I would meet with the employee to communicate the concern, gather their side of the story, and advise managers on appropriate next steps according to company policy, ensuring that the process is fair and aligned with our company values.

To manage diverse teams effectively, I promote open communication, mutual respect, and inclusivity. I would facilitate training sessions focused on cultural awareness and inclusivity, ensuring that every team member feels valued, heard, and empowered to contribute their unique perspectives.

I stay updated with employment legislation by regularly attending HR workshops, following relevant industry publications, and networking with professionals in the field. Additionally, I ensure to participate in local HR associations that frequently share insights on legal updates and best practices in the region.

Absolutely! In my previous role, I utilized data analytics to identify attrition trends within the organization. By breaking down the data, I pinpointed factors contributing to employee turnover and presented actionable insights that led to the development of targeted retention strategies, improving retention rates considerably.

What motivates me in HR is the opportunity to positively affect people's lives and organizational culture. I take great pride in helping employees reach their potential and driving initiatives that foster a thriving workplace, where individuals can grow and contribute meaningfully to the organization's success.

Fostering a high-performance culture begins with clear expectations and open channels for feedback. I focus on recognizing achievements, encouraging continuous learning, and aligning team goals with organizational objectives. By embedding a culture of accountability and collaboration, we can work effectively towards high performance.

In my experience, I have launched various talent development initiatives such as mentorship programs and skill enhancement workshops. I work closely with managers to identify individual development needs and tailor plans that align employees' goals with the organization's needs, ensuring a culture of continuous growth and learning.

To build strong relationships with key stakeholders, I emphasize open communication, transparency, and listening actively to their concerns and needs. Regular check-ins, being approachable, and demonstrating genuine interest in their success have allowed me to establish trust and rapport, which is crucial for effective collaboration and support.