Human Resources Business Partner - HRBP

About ASIA Strategic Holdings

ASIA Strategic Holdings Ltd. (LSE: ASIA) is an independent developer and operator of consumer businesses in Emerging Asia, specifically Vietnam and Myanmar, two of the world's fastest-growing economies.  

The company's portfolio focuses on Education (Wall Street English, Auston University, Yangon American, Kids&Us, Logiscool) and Services (EXERA and Ostello Bello).  

ASIA Strategic Holdings leverages its deep market expertise and strategic vision to create long-term value and foster sustainable growth across the region. 

Key Purpose of the Job:

The HR Business Partner (HRBP) is a proactive, business-oriented HR professional who serves as a strategic advisor and trusted partner to assigned business units. The role combines strategic HR partnership with hands-on operational excellence to drive workforce effectiveness, organizational capability, and business performance.

As the primary HR interface for the business, the HRBP influences leaders on people strategy, workforce planning, talent development, performance management, succession planning, and organizational effectiveness. The role works closely with business leaders to align people’s initiatives with business objectives while ensuring the consistent delivery of HR policies, practices, and employee experience.

Key Areas of Responsibility:

1. HR initiatives

·      Support implementation of HR strategies and initiatives aligned with the overall business strategy

·    Act as a Human Resources Business Partner with all functional heads, ensuring service delivery and alignment to company processes and strategic initiatives.

·      Challenge the organizational structure of the internal client and propose changes where needed

·   Contribute towards & implement company human resources policies such as the Internal Labor Regulation, Employee Handbook, attendance and leave, remuneration and benefits, ensuring that all staff are aware of and have access to these policies

·      Preparation and monitoring of annual HR budget and manpower plan

2. HR Consulting

·      Collaborate with respective HR functions to ensure delivery of services related to full employees’ life cycle

·      Manage proposals and decision of new hires, ensuring that prospective candidates meet the job requirement, company culture, and fall within agreed salary bandings

·      Lead, implement and execute human resources processes such as promotion, transfer, performance, review, and termination procedures.

·      Contribute towards the development of salary bands across the business, ensuring a competitive and responsible total value proposition that attracts and retains high-caliber employees

·      Support and enhance the on-boarding and off-boarding processes of recruitment and exit interviews by collaborating with relevant functions

·      Conduct Training need survey and work with Business Unit’s management team and L&D Manager to propose training calendar plan for both functional skill and soft skill

3. Performance management & Talent management

·      Lead the performance management process in in-charge Business Unit by chairing monthly review meetings, ensuring heads of department bring necessary performance data and that reward and disciplinary processes are followed uniformly, ensuring integrity of the performance management structure.

·      Act as the performance improvement driver and facilitate discussions with the management team to find the best solutions

·      Ensure every position has proper JDs, work with Hiring managers to develop JDs, contribute opinions about HR insights about the JD, salary bandings and market benchmark for the position.

·      Review and provide inputs in KPIs setting and appraisal on individual cases.

·      Advise Business Unit’s Line Manager in managing poor performers and ill-disciplined employees.

·      Identify key talent and work with Business Unit’s Management team for career development plan/career roadmap/succession plan.

4. HR Reporting

·      Update and report on the personnel budget, providing insights into demand, effectiveness & cost.

·      Provide monthly dashboard reports to Country Head of HR Shared Services, Business Unit’s Management team, Group COO, and Group CHRO on human resources metrics such as personnel cost, recruitment activity, attrition, leave reporting, and other reports as required.

·      Analyze attrition reasons regularly, share findings with department managers & HR colleagues, propose corrective actions & follow up

While the above includes a description of the essential functions of the position, other duties may be assigned. This job description is subject to change at the discretion of management.

Minimum Academic Requirement:

• Bachelor’s Degree in Human Resources, Law, Business Administration are preferred.
• Minimum Relevant HR Experience: 7-10 years
• Strong written and verbal communication skills in English.

Required Competencies:

· Stakeholder Management: Builds strong relationships with business leaders and employees, effectively influencing decisions and managing expectations.

· Business Partnership: Understands business priorities and translates them into practical HR solutions that support organizational goals.

· Communication & Influencing: Communicates clearly and persuasively, adapting messages to different audiences and gaining stakeholder buy-in.

· Employee Relations: Handles employee concerns professionally, resolves workplace issues fairly, and promotes a positive work environment.

· Problem Solving & Decision Making: Analyzes issues objectively, identifies root causes, and recommends practical, timely solutions.

· Change Management: Supports organizational change by guiding leaders and employees through transitions and encouraging adoption of new initiatives.

· Coaching & Consulting: Provides sound HR advice and coaching to managers on people-related matters, performance, and leadership.

· Business Acumen: Understands organizational operations, workforce needs, and commercial priorities to deliver value-added HR support.

· Data Analysis & HR Metrics: Uses HR data and workforce insights to identify trends, inform decisions, and measure the impact of HR initiatives.

· Collaboration: Works effectively across functions, fostering teamwork and building productive partnerships to achieve shared objectives.