At AIA we’ve started an exciting movement to create a healthier, more sustainable future for everyone.
It’s about finding new ways to not only better people's lives, but to better the communities and environments we live in. And we build on this every day with our ambition to engage one billion people to live Healthier, Longer, Better Lives by 2030.
And to get there, we need leaders with the courage, clarity and humanity to inspire, guide and support their teams to thrive every day - in the work they do and the life they live. Our leaders always have and will play a vital part in our journey to help more people live Healthier, Longer, Better Lives, build healthier societies and cultivate healthier environments that better everyone.
If you sound like that leader, read on.
About the Role
This role is responsible for overseeing HR governance, employee relations, and industrial relations matters. It ensures the effective implementation of applicable regulations, as well as adherence to group and company policies, standards, and guidelines within the HR function. The position plays a key role in aligning HR practices with risk management and compliance requirements.Roles and Responsibilities:
1. HR Governance
This role is responsible for identifying governance requirements in line with regulatory guidelines and internal policies, standards, and Standard Operating Procedures (SOPs) and ensuring proper implementation in collaboration with relevant stakeholders, including Co Sec, ERM, Compliance, and internal HR peers. The scope includes setting up and performing periodic reviews of departmental/functional incident threshold guidelines, which serve as a reference for determining appropriate consequence management actions for reported people incidents.
Collaborate with HR function heads to periodically review existing guidelines and SOPs for continuous improvement.
Ensure timely updates of relevant SOPs and execution of appropriate follow-up actions.
Draft new policies (if relevant) and conduct periodic reviews of existing policies, processes, and procedures to keep information current and ensure compliance.
Update Management (EXCO/SLT) on matters requiring timely intervention and anticipate regulatory changes to ensure compliance in line with risk management.
Collaborate with internal HR peers, SLT, and managers to ensure compliance in managing onboarding, movement, and offboarding of Key Senior Officers (KRPs, including Material Risk Takers and Other Material Risk Takers), including preparing relevant board papers and presentation materials as required.
Work with stakeholders such as Risk and Compliance to conduct periodic reviews and implement appropriate mitigation and remediation measures to uphold professional and ethical practices (e.g., ongoing screening for KRPs and employees).
Act as a reference point for reviewing governance standards, including findings from candidate and employee declarations as required.
Anticipate emerging regulatory and IR practices and advise management on union-related matters to ensure compliance and strengthen stakeholder collaboration.
Collaborate with HR SLT to establish measures for HR governance, ethics, and policy adherence.
Ensure alignment between HR governance, corporate governance, risk, and compliance management in line with corporate strategy.
2. Employee Relations / Industrial Relations and Discipline Management
Develop and maintain professional relationships with unions to ensure industrial harmony through proactive engagement with internal and external union representatives.
Collaborate with HRBPs to manage employee issues effectively.
Provide feedback and guidance to ensure investigations of employee complaints, grievances, and misconduct cases comply with regulatory and internal policy requirements.
Support SLT and people managers in reviewing and reporting people incidents for timely and proper closure, providing advice and guidance to ensure alignment with corporate values.
Deliver training to guide people managers in handling employee relations matters in compliance with legal requirements and risk management principles.
Collaborate with managers to strategize and manage collective agreement priorities and processes to achieve mutually beneficial outcomes within budget constraints.
3. Performance Improvement Program (PIP)
Strategize, plan, and develop/review processes to facilitate effective PIP implementation in support of corporate objectives.
Ensure PIP programs include training for managers to build understanding of requirements and embed the PIP process, fostering a performance management mindset and discipline among people managers to uphold a high-performance culture.
Oversee selected PIP cases end-to-end as assigned and lead IR team members when required.
4. Others
Lead ad-hoc projects as required to ensure compliance with new or revised regulations and strengthen governance mechanisms.
Develop and lead the implementation of strategic plans for special projects related to employee and industrial relations.
Maintain professional relationships with relevant industry networks to stay updated and leverage market insights for competitive advantage in HR practices.
Lead investigations and reviews of employee issues/incidents proactively and recommend appropriate actions to manage matters with care and respect, achieving win-win outcomes and mitigating the risk of complaints.
Minimum Job Requirements:
Education: Bachelor’s degree in business studies, Human Resources, or a related field.
Experience: Minimum 10 years of progressive HR experience, with at least 5 years in a leadership role managing an HR function.
Strong functional knowledge and proven experience in HR governance, industrial relations, and relevant legal frameworks.
Flexible and open-minded, with a balanced approach to assessing and managing complex challenges.
Ability to adapt to changing business demands and regulatory requirements.
Skilled in conducting crucial conversations with objectivity, composure, and empathy.
Build a career with us as we help our customers and the community live Healthier, Longer, Better Lives.
You must provide all requested information, including Personal Data, to be considered for this career opportunity. Failure to provide such information may influence the processing and outcome of your application. You are responsible for ensuring that the information you submit is accurate and up-to-date.