The Head of HR MYBN (HR Director) to work closely with market management and corporate HR leadership teams to translate ZP people strategy into market HR initiatives to support the overall business plan for ALL Bus in the market and strategic direction from the organization, talent, and culture point of view.

Lead the Organization and Human Resources by defining the strategies and directions and ensuring the availability and effectiveness of HR processes, systems, and policies to support the objectives of the company.

• Partner with the Managing Director to develop, analyze, and manage headcount people cost, and budget.
• Define Short and long-term HR plans to enable the business strategy and plan.
• Talent life cycle management:
  • Set strategy and streamline for hiring speed, quality, and cost.
  • Strategy and directions on the following programs.
  • Succession Management and Talent Management.
  • Leadership Development.
• Culture: Implement Core Values and Drive Employee Engagement
• C&B:
  • Implement ZP C&B philosophies, policy & guidelines.
  • Ensure market C&B policies and practices reflect the market needs and practice
  • Organization.
  • Drive organizational efficiency.
  • Lead organization development locally and change management.
  • Define workforce planning.
• HR Share service to offer good employee experience:
  • Establish SOP.
  • Execute SLA.
  • Regular HR dashboard and reports for manager’s decision.
• Develop HR team and HR excellence

• MBA or Degree in Business/HR/Finance
• 10-15 years of experience in Human Resource management in middle to large-size companies, with a demonstration of transformational leadership.
• Strategic Orientation -Develops an ambitious but realistic business vision and translates it into a workable strategy.
• Business Acumen – knows the competition and market environment; understands the organization’s functions and how they work together to create value; possesses technical/functional; Ability to understand business strategy, and enablers and translate them into HR initiatives and solutions.
• Organization Acumen -Strong organizational and interpersonal skills, Ability to operate independently while establishing strong working relationships with co-workers and cross-functional and matrixed teams
• HR professional excellence – Demonstrated ability to establish a strong HR function and deliver regional and local HR initiatives with strong people management skills, proven project management, and organization skills.
• Building and Developing Teams – Develops people through delegation, empowerment, and coaching; promotes career and self-development. Provides team with a clear sense of direction, inspires and coordinates others, and keeps them focused on objectives
• Influence and Communication – Demonstrated ability to interact effectively with all levels of management, Effective verbal and written communication skills, and Excellent presentation skills. The strong ability to sell a proposal and influence the management decision.
• Problem-Solving – Ability to assess and recognize quality and quickly recognize problems
• Key Stakeholder Management – The ability to work with multiple key stakeholders with a customer-oriented attitude to really understand the customers’ needs, and track record of meet and exceeding these needs.
• Innovation and Leading Change -Produces fresh and imaginative ideas and solutions; breaks away from tradition; promotes change and novelty.

Preferred Competency:

• Inquisitiveness – Inquisitive mindset to have an appetite to acquire a good breadth of perspective across the HR spectrum
• Proactive, adaptable, well–organized – Details/results-oriented, with the ability to lead and participate in multiple projects simultaneously
• Prioritization and Sense of urgency – The ability to define the priority according to company strategy and deliver the result with speed and quality.