Lazada eLogistics - HRBP Lead - Fulfilment (Indonesia)

Lazada

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Lazada eLogistics-HRBP Lead-Fulfilment (Indonesia)

Location: Indonesia
Department: Human Resources
Educational Requirement: Bachelor

Team introduction

Everything written about eCommerce opportunity in Southeast Asia is overwhelmingly positive - a population of 600 million plus consumers, growing internet connectivity, broad penetration of smart phones, a young and tech savvy population and expanding GDP and purchasing power.

Most of these rosy stories are followed by a big but - the logistics environment in SE Asia a huge challenge. Lazada eLogistics (LeL) mission is to address these challenges, delight customers and win them over to eCommerce. We are building an innovative, highly visible, low cost logistics network. Our operating model is based on an ecosystem of logistics partners stitched together with state of the art technology and our modular infrastructure.

LeL is the Logistics arm of the Lazada Group, with our own delivery and fulfilment capabilities and management of a dynamic ecosystem of partners to bolster our presence in the region. We are also at the forefront of building up a seamless logistics network across borders in the ASEAN region, and to connect the huge potential of the ASEAN region with the rest of the world.

The award-winning legal team support all aspects of the LeL business, including corporate structuring, licensing and regulatory, contract drafting and review, projects, compliance and corporate secretarial.

Job description

The HRBP is responsible for aligning business objectives with employees management in business units, acts as an employee champion and change agent and seeks to develop integrated solutions to achieve people and business OKRs.
1) Align people initiatives with business unit to achieve business OKRs, via:
a. Consults with line management, providing HR guidance when appropriate.
b. Analyses people trends and metrics in partnership with the business group to develop solutions, programs and policies
c. Provides guidance and input on business unit restructures, and workforce planning
d. Actively identifies gaps, proposes and implement changes necessary to cover risks and facilitates the management team to bring best solutions for employees
e. Designs and maintain organization vitality charts as the performance of the business unit improves
2) Champion and manage overall employees’ well-being to ensure sustain commitment and productivity to achieve business OKRs, via:
a. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations into employees’ complaints and allegation against employees.
b. Provides day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). c. Acts as the performance improvement driver and provokes positive changes in the people management d. Review and ensure a conducive working environment and condition for employees to build employees ‘commitment and loyalty
3) Provide advisory to management on management of employee services, relationship in compliance to labour regulations and accordance to market best practices, via
a. Acts as a single point of the contact for the employees and managers in the business unit
b. Maintains in-depth knowledge of legal requirements related today-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
c. Provides HR policy guidance and interpretation to line management.
d. Develops contract terms for new hires, promotions and transfers that are compliance to regulations.
4) Ensure the competent level of the workforce and sustainability of the leadership team to deliver the business objectives, via:
a. Ensure job competent and job-fit workforce being recruited and retained.
b. Review, evaluate and monitor effectiveness of learning and development programs to ensure training and business objectives are met.
c. Identifies training needs for business units and individual executive coaching needs
d. Designs succession plans for key talents and key job positions

Job requirements

At least a bachelor degress in Business Administration or Human Resource or equivaent

Competency:
 Adept at problem-solving, including being able to identify issues and resolve in a timely manner
 Must possess strong interpersonal skills
 Must be able to communicate clearly, both written and orally, as to communicate with employees, members of the HR management team, and business stakeholders
 Must be able to effectively read and interpret information, present numerical data in a resourceful manner, and skilfully gather and analyse information
 Must be able to prioritize and plan work activities as to use time efficiently
 Must be organized, accurate, thorough, and able to monitor work for quality
 Must be dependable, able to follow instructions and improve performance through management feedback
 Strong knowledge of local labour laws
 Ability to understand general business management and financial concepts and can Identify key components in strategic and business plans

Experience:

 Minimum of 8 years' experience in full spectrum of human resource portfolio and resolving complex employee relations issues or at least 3 years of human resource business partners
 Been in supervisory position for at least 2 years.
 HR work experience in handling blue collar industry is a must
 Working experience of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and local employment laws.



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