Human Resources Business Partner

Position Overview

This role serves as a key strategic HR partner to leaders. The primary responsibility is to align human resources strategies with business objectives, deeply engaging in employee relations, talent and performance management, labor compliance, and organizational engagement to foster a high-performing and collaborative work environment.

Core Responsibilities

1. Strategic Partnership & Coaching

• Key Managerial Coaching: Proactively maintain close day-to-day communication with leaders; provide timely professional HR consultation, organization design, and change management recommendations regarding team morale, management pain points, or organizational changes.

• Data-Driven Insights: Analyze various HR metrics (such as Turnover, Engagement, etc.) to generate qualitative and quantitative analysis reports, proactively identifying organizational risks and providing recommendations for managerial decision-making.

2. Employee Relations & Conflict Resolution

• Sensitive Case Investigations: Lead or assist in investigating workplace conflicts and grievances, including sensitive incidents such as workplace bullying and sexual harassment, ensuring the process is rigorous, confidential, and fair.

• Risk Prevention at Source: Plan and promote Prevention of Unlawful Infringement in the Workplace awareness campaigns and internal regulatory training to help enhance employee management skills for both new and incumbent leaders, reducing employment dispute risks.

3. Talent Management & Performance Improvement

• Annual Performance Tracking & Training: Assist and track the entire completion process of the annual performance review cycle for both leaders and employees; take charge of planning and executing employee training (e.g., how to write performance review reports.

• PIP Process Facilitation: Review the compliance and rationality of Performance Improvement Plans (PIP) or performance coaching plans; personally participate in the initial PIP kick-off meeting, track execution progress throughout, and ensure all relevant documents are fully archived.

4. Employee Engagement & Recognition

• Glint Engagement Survey: Responsible for tracking participation rates of employee engagement surveys (aiming for 100% participation), deeply interpret survey data, and assist leaders in formulating and tracking Action Plans.

• Global Culture & Recognition: Drive global employee recognition initiatives (e.g., Inside The Hyve quarterly recognition program), guide leaders in nominating outstanding employees, collect candidates stories and photos, and boost local team cohesion.

5. Labor Relations & Exit Management

• Statutory Meetings Management: Oversee the preparation, execution, minutes compilation, and regulatory filing for quarterly and ad-hoc Labor-Management Committee meetings; lead the election process and list maintenance for both labor and management representatives.

• Exit Management & Analysis: Conduct exit interviews to uncover the root causes of turnover, and generate periodic Turnover Analysis reports to provide leadership with strategic insights for key talent retention.

Required Qualifications

• Educational Background: Bachelor's degree or above in Human Resources, Business Administration, or a related field.

• Senior HR Experience: 10+ years of progressive human resources work experience.

• Core Competency Requirements: Proven experience working as an HR Business Partner (HRBP) is highly preferred; OR must possess solid practical experience in at least two core HR functions (such as Talent Acquisition, Employee Relations or Compensation &am

p; Benefits.

• Legal & Practical Knowledge: Thorough knowledge of the Taiwan Labor Standards Act and relevant employment regulations, with practical experience in handling labor inspections (labor audits).

Key Competencies

• Strategic Thinking and Business Acumen

• Strong Judgment, Problem-Solving, and High Confidentiality

• Ability to Operate Effectively in a Fast-Paced and Highly Dynamic Environment