Human Resources Business Partner (Logistics+) at Ninja Van

Subang Jaya, Selangor, Malaysia

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Not SpecifiedCompensation

Mid-level (3 to 4 years), Senior (5 to 8 years)Experience Level

Full TimeJob Type

UnknownVisa

LogisticsIndustries

Requirements

Minimally 6-8 years of work experience as a HR generalist or HR business partner
Experience managing and working with senior stakeholders
Familiarity with local employment law and regulation

Responsibilities

Providing support for Recruitment team by liaising and coordinating with line managers on the ground
Prioritize critical open positions to be filled in consultation with line managers
Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes
Advise hiring managers on the principles of fair and unbiased employment selection practices
Recommend sourcing channels to source the right candidates in line with business needs
Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes
Provide support to management in rolling-out employee engagement activities to motivate employees to deliver superior performance in fulfilling organisational requirements
Review needs of the workforce to recommend non-monetary benefits options to the Comp and Ben team
Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce
Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, re-employment and termination guidelines
Research and apply prevailing labour policies, employment laws and regulations, including but not limited to employment laws for foreign nationals, fair termination, etc
Engage management to support organisation development and change interventions
Collaborate with line managers to project future skills demand and supply
Liaise with employees to evaluate effectiveness of organisation development and change interventions
Advise line managers on resource planning options
Facilitate the redesign of the organisation structure to achieve business outcomes
Develop plan to deploy organisation's workforce to maximise productivity
Guide management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation
Facilitate talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organisation
Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements
Guide line managers in their understanding and usage of performance management policy, framework and processes
Coach employees to refer to career development policy, framework and programmes for career progression in the organisation
Define learning and development needs based on business and staff capability needs
Analyse financial and HR data to create insights and foresights to guide decision-making
Keep abreast of local HR trends and developments to provide further benchmarking insights on data analysis outcomes
Resolve data availability and data quality challenges with data cleansing techniques
Recommend alternate strategies to prevent redundancies in the organisation
Provide advice to line managers on managing voluntary employee exits to ensure employee leaves with a positive association with the organisation
Coach line managers to manage involuntary exits due to redundancy or other reasons
Conduct exit interviews to gather feedback for better employee retention
Set individual objectives, periodically reviewing and assessing performance of direct reports
Provide coaching and advice to junior team members (more operational work in nature)
Manage internal stakeholders beyond the team and external stakeholders to achieve shared goals

Skills

Key technologies and capabilities for this role

Recruitment CoordinationOnboardingEmployee EngagementCompensation StrategiesLabour Law ComplianceEmployment RegulationsOrganisation DevelopmentChange ManagementResource PlanningStakeholder ManagementFair Hiring PracticesCandidate SourcingWorkforce Planning

Questions & Answers

Common questions about this position

Is this a full-time position?

Yes, this is a permanent, full-time role.

What is the salary range for this HR Business Partner role?

This information is not specified in the job description.

What key skills are required for this HR Business Partner position?

The role requires excellent communication skills, ability to align stakeholders, service excellence mindset, and expertise in HR areas like recruitment, performance management, employment laws, and data analysis.

What does the company culture emphasize for this role?

The role emphasizes passion for addressing organizational and employee needs, culture fit in candidate selection, employee engagement, and a service excellence mindset.

What makes a strong candidate for this HR Business Partner role?

Strong candidates will have experience liaising with line managers on recruitment, performance management, employment laws, organizational development, and providing data-driven HR insights.

Ninja Van

Technology-enabled logistics and delivery services

About Ninja Van

Ninja Van provides delivery services in Southeast Asia, catering to both businesses and individuals. The company focuses on creating a simple and efficient delivery experience through its technology platform, which enables real-time tracking of parcels and allows customers to schedule deliveries at their convenience. Ninja Van operates a wide network of drop-off and pick-up points to enhance accessibility. The company generates revenue by charging delivery fees based on parcel size, weight, and distance, and also offers additional services like cash on delivery. Unlike many competitors, Ninja Van emphasizes customer service and a user-friendly experience, making it a significant player in the region's logistics market.

Singapore, SingaporeHeadquarters

2014Year Founded

$947.9MTotal Funding

DEBTCompany Stage

Automotive & Transportation, Consumer GoodsIndustries

1,001-5,000Employees

Benefits

Competitive income compared to the market

Tet bonus , Performance review from 1 - 4 months

Paid social insurance based on full salary

12 days annual leave, 5 days sick leave (with full salary)

High-class AON Health Insurance for manager level

Year End Party, annual Townhall Ceremony

Annual company trip

Attractive team-building activities

Provide laptop for employees

Risks

Increased competition from startups like Toki threatens market share.

Recent layoffs in the tech team may hinder innovation and technology advancement.

Reliance on revolving credit facility suggests potential cash flow challenges.

Differentiation

Ninja Van leverages advanced technology for real-time parcel tracking and delivery scheduling.

The company offers a wide network of drop-off and pick-up points for convenience.

Strategic partnerships with financial institutions enhance service offerings and customer reach.

Upsides

Rising e-commerce in Southeast Asia boosts demand for last-mile delivery services.

Expansion of warehouse facilities improves logistics infrastructure for SME clients.

New leadership appointments indicate a focus on regional growth and development.

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