HR Business Partner Assistant Manager

About the role

Supports the HR Manager in leading and delivering comprehensive Human Resources strategies, policies, and operations to support the organization's business objectives, organizational development, and workforce effectiveness. The role acts as a key HR business partner to assigned departments and provides broad support across core HR functions, including talent acquisition, learning and development, employee relations, compensation and benefits coordination, HR administration, workforce planning, and organizational development.

Key responsibilities

1. HR Business Partnering and Organizational Development

• Provide HR support and advice to assigned departments on employee and workforce matters.

• Work with department heads and line managers to understand their HR needs and operational requirements.

• Support employee performance, development, organizational changes, and workforce planning initiatives.

• Identify HR-related issues and recommend practical solutions.

• Maintain effective relationships with internal stakeholders and Group HR.

1. Talent Acquisition and Workforce Planning

• Coordinate recruitment activities with hiring managers in accordance with company procedures.

• Review job descriptions, initiate recruitment requests, and source candidates through appropriate channels.

• Coordinate candidate screening, interviews, assessments, and offer processes.

• Maintain recruitment records and monitor vacancy progress.

• Coordinate onboarding and induction activities for new employees.

1. Learning and Development

• Coordinate training activities based on business and employee development needs.

• Arrange training schedules, venues, vendors, participants, and related documentation.

• Coordinate Group training initiatives and maintain training records in the relevant systems.

• Monitor training participation and completion and prepare related updates when required.

• Maintain accurate training records, certificates, and learning histories through the relevant HR systems, including CMA CGM Academy.

• Monitor training effectiveness, participation, completion rates, and training expenditure.

• Support employee capability development, career progression, succession planning, and other talent development initiatives.

1. Employee Relations and HR Policy

• Provide guidance to employees and managers on HR policies, procedures, and company regulations.

• Support employee relations matters, disciplinary processes, and workplace concerns in coordination with the HR Manager.

• Assist in preparing and updating HR policies, procedures, company regulations, and related documentation.

• Ensure employee matters are handled professionally and confidentially.

• Keep up to date with relevant employment regulations and escalate issues when necessary.

1. HR Administration and Compensation & Benefits Support

• Coordinate employee administration, including onboarding, transfers, promotions, and separation processes.

• Provide basic coordination support for payroll, employee benefits, and compensation-related administration.

• Liaise with HR Operations to facilitate routine HR transactions.

• Maintain accurate employee records and personnel documentation.

1. HR Operations and Process Improvement

• Support the use and maintenance of HR systems, including MyHR and AttendEase.

• Ensure HR processes and documentation are maintained in accordance with company policies and applicable requirements.

• Coordinate HR calendar activities, employee engagement initiatives, and internal events.

• Prepare routine HR updates and activity reports as required.

1. Leadership, Project Management and Managerial Backup

• Lead assigned HR initiatives and projects in coordination with relevant departments.

• Provide support and guidance to HR team members when required.

• Act as the HR Manager's deputy when required, within the authority delegated.

• Represent HR in assigned meetings and cross-functional activities.

• Provide updates on completed activities, ongoing projects, and outstanding matters.

• Perform other relevant duties consistent with the position's scope and level.

About you

• Bachelor's degree in Human Resources Management, Business Administration, Psychology, Management, Law, or a related discipline

• Minimum of 5-7 years of progressive HR experience, preferably in a multinational company or complex organizational environment

• Demonstrated experience across multiple HR disciplines, including HR business partnering, talent acquisition, learning and development, employee relations, compensation and benefits, and HR operations

• Experience supporting managers and department heads on workforce planning, employee matters, organizational effectiveness, and HR-related business decisions

• Experience managing HR projects independently and coordinating with multiple stakeholders

• Experience in reporting and HR data management

• Strategic thinker with a strong understanding of business and organizational needs

• Proactive, accountable, and results-oriented, with the ability to work independently

• Professional judgment, discretion, integrity, and commitment to confidentiality

• Adaptable and resilient, with the ability to manage competing priorities in a dynamic environment