TW Life】HRBP

Key Responsibilities 

Strategic HR Partnership

• Act as a trusted advisor to business leaders, aligning HR initiatives with the needs of Taiwan's life insurance business.
• Lead and support organizational transformation, including digitalization, distribution channel evolution, and organic-driven changes.
• Champion change management initiatives by designing and implementing communication plans, stakeholder engagement strategies, and training to ensure smooth adoption of new processes and systems.
• Provide insights on workforce trends in the and company and Taiwan insurance market to support strategic workforce planning.
• Develop and execute workforce management strategies, including workforce segmentation, capacity planning, and succession planning to ensure optimal resource allocation and business continuity.

Talent Management & Development

• Partner with business and support functions to identify critical talent needs specific to the company.
• Collaborate with business stakeholders to plan and execute talent development strategies, ensuring alignment with organizational goals and future capability requirements.
• Drive end-to-end strategic recruitment for niche/critical positions, leveraging workforce analytics to anticipate future talent needs.
• Identify talent development needs and coordinate learning programs to enhance organizational capability.
• Support leadership development and career progression initiatives, integrating change management principles to prepare leaders for evolving business environments.
• Monitor and report on workforce metrics (e.g., turnover, engagement, productivity) to inform talent decisions and continuous improvement.

Employee Relations & Engagement

• Provide guidance on employee relations issues, ensuring full compliance with Taiwan labor laws and FSC-regulated HR practices.
• Manage employee communication, engagement programs, and cultural initiatives tailored to a foreign-owned insurance environment.
• Act as a mediator to maintain a positive and productive workplace, fostering resilience and adaptability during periods of change.
• Lead change readiness assessments and feedback loops to ensure employee concerns are addressed during transformation initiatives.

Performance Management

• Facilitate performance management cycles, including goal setting, feedback, and performance reviews.
• Uplift performance management quality by coaching leaders on performance differentiation, calibration, and development planning.
• Integrate change management techniques into performance conversations to support employees through transitions and drive accountability for change outcomes.

HR Operations & Compliance

• Ensure that HR practices comply with Taiwan labor laws, Life Insurance Association requirements, FSC regulations, and internal audit standards.
• Support HR transformation projects, system enhancements (e.g., HRIS/MyHR), and process optimization to enhance employee experience.
• Collaborate with regional and global HR teams on group initiatives, ensuring consistent change management practices across the organization.
• Oversee workforce management processes such as headcount tracking, workforce forecasting, and flexible work arrangements to support business agility.