1. TALENT MANAGEMENT & ORGANISATIONAL DEVELOPMENT 
• Ensure the Performance Management process is properly followed and implemented 
• Provide guidance and timeline for the rolling-out of the Annual Performance Appraisal Review exercise with three key processes of target-setting, midterm review and final evaluation including 360 appraisal processes 
• Conduct talent review and succession planning to identify and develop leadership talents 
• Partner with leaders on career development plans and mobility strategies within the organization. 
• Manage competency guidelines according to the group standards and communicate company MBO and KPIs for different positions 
• Develop workforce plans in partnership with business leaders to align talent supply with business demand and in executing the smooth transition of organization change 2. EMPLOYEE ENGAGEMENT & CULTURE 
• Design and implement employee engagement programs tailored to Hermès social model 
• Conduct and analyse engagement survey and drive action plans to strengthen employee engagement and satisfaction 
• Develop strategies to enhance the employee experience and foster a culture of respect, recognition and motivation 
• Develop, implement and manage diversity and inclusion strategies, programs and initiatives aligned with company values and business goal to building a diverse and inclusive workplace 

3. HR ADVISORY & LEADERSHIP PARTNER 
• Form close partnership and provide consultation and advice to stakeholders on a wide range of strat egic and operational HR topics • Proactively gain feedback from business to aid HR functions to improve service levels 
• Equip managers with appropriate tools and knowledge for effective team and people management • Support business leaders to strengthen leadership capabilities, accountability, and management skill s 

4. EMPLOYEE RELATIONS & COMPLIANCE / POLICIES 
• Work with stakeholders to monitor, manage and resolution of employee relations issues 
• Collect employee opinions and acts as bridge of communication between management and employees 
• Maintain up-to-date knowledge of local labor laws and ensure organizational compliance across regions 
• Oversee employee regulations, policies, and the communication of changes across the workforce 
• Organize labor management council meeting and follow up on action to support effective employee relations 
• Coordinate with group audit and regular labor audit by the ministry of labor 

5. CHANGE MANAGEMENT AND HR PROJECTS 
• Support change management initiatives including communication planning, stakeholder alignment, and training 
• Contribute to regional and global HR projects related to employee experience, HR solution, and policy harmonization. 
• Partner cross-functionally with other HR functions to deploy best HR solutions across the organization 
• Perform other related duties as assigned 

• Degree qualified in Human Resources or a related field 
• Over 12 years of HR experience at a dynamic HR culture and experience as an HRBP role is required 
• Working knowledge of multiple human resource disciplines with , including organizational diagnosis, employee relations, diversity, performance management 
• Ethical, interpersonal skills, superior communication skills, persuasive abilities, the ability to influence and to work in a team, a good level of professional maturity in HR profession 
• A Certified coach is preferred/ inhouse coaching experience 
• Fluent and proficient communication in English 
• Excellent computer proficiency