HRBP & Performance Management

FIND YOUR 'BETTER' AT AIA We don’t simply believe in being ‘The Best’. We believe in better - because there’s no limit to how far ‘better’ can take us. We believe in empowering every one of our people to find their 'better' - in the work they do, the career they build, the life they live and the difference they make. So that together we can support even more people - including our own - to live Healthier, Longer, Better Lives. If you believe in better, we’d love to hear from you. About The Role Responsible for working closely with designated business groups/line management/executive teams across all aspects of HR including employee relations, recruitment and staffing, compensation, talent review, organization design, resource planning, learning and career development. Proactively address business issues related to strategic workforce and target employee segments development and productivity. Strategic & Operational HR Management Support Serve as a business partner to senior leaders and people managers to drive organizational effectiveness and implement HR solutions aligned with broader people strategies. Provide advice and counsel on a wide range of HR matters, challenges, and people-related issues. Support senior leaders and people managers in building key organizational capabilities, including structure, workforce effectiveness, and team development. Support and engage in employee engagement initiatives, including planning, organizing, and facilitating or speaking at company events. Act as a champion for change management and promote a growth mindset within the organization. Support the implementation of career development processes and talent development initiatives. Oversee budget and headcount reporting, partnering with Finance to ensure alignment with budget cycles and business forecasts. Leverage data insights to analyze HR metrics, trends, and workforce indicators to support business‑driven decision making. Provide thoughtful and practical coaching to senior leaders and people managers on performance management, organizational structure, staffing, and compensation matters. Encourage and guide people managers to effectively use available HR self‑service tools. Performance Management (End‑to‑End Ownership)

Responsible for managing and executing the full performance management cycle for assigned business units: Goal Setting: Facilitate the annual goal‑setting process and ensure alignment with business priorities. Mid‑Year Review: Monitor progress, ensure timely review completion, and provide support and coaching to leaders. End‑Year Review: Coordinate year‑end assessments, support calibration discussions, and ensure consistent and fair evaluations. Promotion Process: Collaborate with Compensation and Talent teams to review, validate, and process promotion recommendations. Educate and coach people managers to strengthen their capability in effective performance management practices. Workforce Planning, Talent Management & Succession Planning Partner with HR colleagues and business leaders to develop a workforce plan that aligns with the organization’s strategic objectives. Lead and facilitate workforce and talent management activities such as OPR, succession planning, and TCR, in partnership with Compensation and Talent Management. Support senior leaders in attracting, developing, and retaining key and senior talent. Collaborate with Global CoE teams on international mobility and assignment programs for identified employee segments. Employee Relations Manage and resolve employee relations cases escalated by HR Advisors. Conduct root‑cause analysis on employee issues, identify trends, and recommend necessary adjustments to policies or practices. Partner with people managers to manage and execute Performance Improvement Plans (PIP) in alignment with company guidelines. Significant Employee Life Cycle Events (“Moments That Matter”) Manage onboarding and international assignment processes for senior leaders. Provide the appropriate human touch for key employee life cycle moments, such as long service retirements, extended personal leave, or other sensitive situations. Manage redundancy processes in accordance with HR policies and labor regulations.

Requirements Education: min. Bachelor degree from any major Experience: 5 years and above in any HR areas Experience in partnering with business leaders to manage performance management initiatives Experience in performance management tools Knowledge in Talent Management, Performance Management, People Development, Coaching as well as HR Policies and Practices such as review mechanism

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.