Human Resources Manager (Business Facing) – Racing

The Department

The Human Resources Department formulates people strategies to support its business partners to meet their business goals and objectives.   The department aims to ensure a fit between the people and the overall strategic direction of the Club.

The job-holder will dual report to Executive Manager, Human Resources (Business Facing) (EMHR (BF)) and Executive Manager, Human Resources (Employee Relations & Business Facing ) (EM, HR (ER&BF)). S/he is the HR Business Facing Partner for the Racing Division. S/he is responsible for providing proactive HR consulting and support services as well as managing a full spectrum of HR activities in the business Division. This includes identifying the divisional needs related to human resources, establishing and implementing appropriate people-related plan and strategies that fulfil the business strategies and support full-time and part-time employees as well as secondees.  On top of these areas, s/he is also required to support the dual site operation which include closely liaison with Conghua Racecourse HR and concerned BUs.

The Job
You will:

Business Partner

• Develops and implements integrated people management solution for both full-time and part-time employees which fulfils the business goals and operation needs;
• Executes HR policies in alignment with the corporate objectives, corporate governance and departmental KPIs;
• Adopts best practices in HR operations for process improvement as well as assists in the development of procedures to accord with new legislation affecting human resources practices.

People Strategy

• Support to develop Racing divisional People Strategy Plans that outline the annual HR focus areas for achieving near and longer term business objectives;
• Partners with the line in IBP, manpower planning for both BAU and SPs, workforce analysis, talent acquisition and critical-position identification.

Manpower Plan

• Partners with the line to drive manpower planning for dual site operations especially the 10-year manpower planning for the Stables Refurbishment Project.  Partner with line to review / drive manpower planning for the International and Racing Regulation Department and also PMO, Racing  Department

Recruitment

• Implement a balanced hire & groom strategy to meet the needs of Racing division such via internal deployment and recruitment, effective staff retention, leadership & talent pipeline building and succession planning.  Critically review the proposed package to ensure internal equity

Talent Management / Critical Positions / Succession Plan

• Supports the line in growing their young talent pipeline via the corporate MT programme and divisional graduate recruitment;
• Support Club-wide talent review and succession planning and work in partnership with the Racing Divisional Head and Talent Development Team in the initiatives;
• Leverage the HR Centres of Excellence (CoEs) to meet the people needs in the Racing division.

Capability Development

• Provide coaching (as needed) on people related issues, employment-related matters, staff cases & separations, etc., so as to ensure their understanding of common principles in workforce management; labour legislation and employment related regulatory requirements;
• Mentor and develop team members to build healthy succession tier and capabilities.

Cultural Transformation

• Work closely with business line to devise HR action items from the cultural transformation workshop to facilitate the transformation journey and to sustain its change momentum;
• Adhere to performance standards and develop a culture of quality and service excellence; motivate team members to provide high service standards.

Employee Engagement

• Provide insights about the external people landscape, pulse-check on staff sentiment;
• Act as the second line of defence to monitor and work with Employee Relations Team to mitigate risk related to employee issues.

General Management

• Support Stables Refurbishment project and enable manpower needs are met efficiently and effectively in different phrases;
• Undertake other duties as assigned by EM, HR (BF) and EM, HR (ER&BF).

About You
You should have:

• a tertiary qualification ideally in a HR discipline;
• at least 10 years of HR experience working in a sizable or multi-national company;
• a track record of successful implementation of HR initiatives at the corporate level;
• a service-oriented mindset with excellent interpersonal skills necessary to deal with people at all levels.
• In-depth knowledge of HR account servicing, functional capabilities, resourcing, compensation & benefit structures, job evaluation, talent review & development, and succession planning;
• Excellent proficiency in written & spoken English, and Chinese. Fluency in Putonghua will be an advantage;
• Ability to prioritise multiple tasks.

Terms of employment
The level of appointment will be commensurate with qualifications and experience.