Job Description

AVEVA is a global leader in industrial software. Our cutting-edge solutions are used by thousands of enterprises to deliver the essentials of life \xe2\x80\x93 such as energy, infrastructure, chemicals and minerals \xe2\x80\x93 safely, efficiently and more sustainably.

We\xe2\x80\x99re the first software business in the world to have our sustainability targets validated by the SBTi, and we\xe2\x80\x99ve been recognized for the transparency and ambition of our commitment to diversity, equity, and inclusion. We\xe2\x80\x99ve also recently been named as one of the world\xe2\x80\x99s most innovative companies.

If you\xe2\x80\x99re a curious and collaborative person who wants to make a big impact through technology, then we want to hear from you! Find out more at https://www.aveva.com/en/about/careers/

Role Title: Vice President, HRBP

Location: APAC region

Reports to: Senior Vice President, HR Business Partnering

Function: People

Job summary:

This role is pivotal in driving the human resources strategy and initiatives to support business objectives in one of the fastest growing and dynamic regions. This senior leadership position requires a strategic thinker with a proven track record in HR leadership, business partnership, and a deep understanding of the industrial software sector.

Purpose of the Role:

To lead a team of regional HRBP\xe2\x80\x99s in the assigned region. To ensure all HR initiatives and programmes are implemented effectively and aligned with AVEVA\xe2\x80\x99s People strategy.

To be a key member of the Regional leadership team as the senior People team member representing all People team functions. Ensure the Regional leadership team are aligned with the Corporate and regional People strategy and employee experience into the culture, leadership behaviours and operating model of the leadership team. To be the trusted partner to the business and a confidential coach and mentor to individuals and teams.

Supported by data and analytics, provide professional HR guidance and support tailored to the internal client with advice, programmes and interventions adding value which can be measured directly or indirectly with the overall aim being to enable the region to deliver high performance.

Principal Accountabilities:

Oversee the activity and output of the HRBP team to ensure all HR initiatives and programmes are implemented to the highest standard and to the agreed time frames, aligned to AVEVA\xe2\x80\x99s corporate HR and Communication strategy

Lead a team of HR Business Partners in the assigned region by evaluating the performance of individual team members, enabling, and encouraging performance improvement with a focus on internal client satisfaction and quality of advice /output, and ensuring that team members are equipped with the right skills, tools, and experience necessary for high performance

Partner with other Regional Heads of HRBP and senior HR leadership in the deliberation and establishment of both short and long-term regional strategies

Act as an internal consultant to leaders and managers in the region, by embedding leadership behaviours into AVEVA\xe2\x80\x99s corporate culture, HR and Communications strategy and employee experience

Understand key business performance targets and their related talent implications with business leaders in the region and contribute to the business strategy by helping business leaders in the region identify, prioritise, and build organisational capabilities, behaviours, structures and processes with overall aim being to create the best employee experience and strategically drive the business forward in the region and help to build a sense of community along with local leadership

Responsible for all employee and people relations matter in the region. Provide expert advice and coaching to local leaders including employee relations matters, grievances handling, talent opportunities and challenges, talent engagement etc.

Supported by data and analytics, provide professional HR guidance and support to the clients with advice, programmes and interventions adding value which can be measured directly or indirectly

Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risks, potential scenarios and options to mitigate and solve

Facilitate a strong leadership and coaching culture

Support the regional leaders in forecasting and planning their talent pipeline requirements in line with the function or business strategy. Ensure we look at talent as a cross function initiative so that we develop talent at the region level

Collaborate with the business\xe2\x80\x99 leaders and managers to attract, develop and retain talent in the region:

Assist leaders in supporting the region with the learning and development opportunities that align with current and future business needs

Ensure reward (compensation and benefits) of the region is competitive ensuring equity externally and internally across functions/BU

Partnering with the Function HRBP/Talent COE to provide support on the implementation of new and cyclical programmes, and training and development at the region/local level

Facilitate and embed global HR initiatives and localise where necessary to ensure they are aligned with the business agenda of regional leaders

Act as a liaison between the local leaders and HR to ensure that HR strategy and services are aligned with internal client needs. Be the representative/voice of HR in the region. Work seamlessly with HR Services, COE\xe2\x80\x99s, Strategic HRBP\xe2\x80\x99s etc.

Provide the \xe2\x80\x98voice of the customer\xe2\x80\x99 back to the Strategic HRBPs and respective COEs as a trusted partner in the regional leadership team and develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of HR services and processes

Share knowledge of progressive HR practices and key trends and identify and drive the sharing of best practices across regions to facilitate continuous improvement

Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and improvement opportunities

Lead /support specific projects as determined in the HR strategic plan

Measures of Success:

Improvement in employee engagement scores and feedback

Succession management and Internal talent pipeline in place

Under performers addressed

Reduction in \xe2\x80\x98regrettable\xe2\x80\x99attrition

Diversity balance

Regional leaders\xe2\x80\x99 role modelling AVEVA LIFE and culture

Improving employee and manager self service

HR Helpdesk SLA/KPIs are met

Compliance with all local HR Legislation

Essential Competencies, Knowledge, Skills and Experience:

Strong partnership skills

Strong business acumen

Ability to influence the aligned region/sub-regions

Problem-solving skills

Clear, comprehensive understanding of the link between talent, reward and other HR initiatives and business strategy

Ability to collect and synthesize large quantities of quantitative and qualitative data

Ability to recognize trends and develop recommendations based on data analysis

Ability to engage, inspire and influence people

Effective team player and networker

Strong collaboration, interpersonal, communication skills

Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices

Key Working Relationships:

SVP Commercial for the region

Region/Sub-Region/Country leadership teams

Local leaders/managers and employees

PLT, all HRBPs, People team COE\xe2\x80\x99s, HR Services, Communication teams

Finance, Legal

AVEVA requires all successful applicants to undergo and pass a comprehensive background check before they start employment. Background checks will be conducted in accordance with local laws and may, subject to those laws, include proof of educational attainment, employment history verification, proof of work authorization, criminal records, identity verification, credit check. Certain positions dealing with sensitive and/or third party personal data may involve additional background check criteria.

AVEVA is an Equal Opportunity Employer. We are committed to being an exemplary employer with an inclusive culture, developing a workplace environment where all our employees are treated with dignity and respect. We value diversity and the expertise that people from different backgrounds bring to our business.

Come and join AVEVA to create the transformative technology that enables our customers to engineer a better world.

AVEVA