Role Summary
The HRBP Supervisor acts as a strategic partner and "co- pilot" to the HR Manager in planning, executing, and evaluating comprehensive HR initiatives. This role plays a critical part in Organizational Design (OD), establishing performance management frameworks (KPI/OKR), and standardizing HR policies and procedures. The ultimate goal is to optimize workforce efficiency, particularly during organizational restructuring or when driving high performance across commercial and operational teams within a fast- paced FMCG environment.
Key Responsibilities
Organizational Design & Planning (OD) (25%)
Partner with the HRM to review, diagnose, and plan organizational charts aligned with different business phases.
Advise on and redesign departmental structures (with a strong focus on front- line units undergoing transformation or requiring efficiency optimization) to ensure a lean organization, clear functional roles, and streamlined workflows.
Workforce Efficiency Analysis & Budget Control (20%)
Collaborate with the HRM to develop and strictly control the HR budget (headcount, C&B, training), ensuring cost optimization while maintaining the organization&039;s competitive edge in the talent market.
Conduct an in- depth analysis of Human Capital ROI, evaluating the correlation between personnel costs and the performance output of each department.
Performance Management & Capability Development (25%)
Design, refine, and implement advanced performance management models (KPI, OKR) to ensure individual and departmental targets are strictly aligned with the company&039;s overarching strategic objectives.
Act as a consultant to Line Managers in assessing team capabilities, thereby developing practical upskilling and reskilling programs to close competency gaps and elevate workforce readiness.
Total Rewards Policy Development (15%)
Research and design flexible, diversified, and tailor- made Compensation & Benefits policies tailored to the specific dynamics of different departments (e.g., sharp, aggressive incentive schemes to drive Sales volume, or competitive retention packages for key Back- office talent).
HR Operations Foundation (15%)
Draft, develop, and continuously update internal labor rules, company regulations, and HR procedures.
Build clear operational templates and workflow guidelines, establishing a solid legal and operational foundation for the HR Ops team to execute daily tasks seamlessly and compliantly.
