HR Business Partner - 1 year leasing

We are a leading chemical company, with the best teams developing intelligent solutions for our customers, and for a sustainable future. We connect and develop people with diverse talents all over the world. For you, this means a variety of ways to progress. Not only your performance but also your personality matter to us, regardless of gender, age, ethnicity, orientation, and background. At BASF, careers develop from opportunities . Role Purpose We are seeking an experienced HR Business Partner to provide dedicated HR support for significant organizational changes and workforce ramp-up within the Supply Chain organization. The role will work closely with Supply Chain leadership, be part of the ramp-up project team, hiring managers and relevant stakeholders to coordinate workforce ramp-up activities, strengthen manager capabilities, manage operational HR requirements arising from organizational changes, and provide clear reporting and governance throughout the transition. The successful candidate will bring a strong combination of HR generalist, consulting, project management and employee/industrial relations experience, with the ability to operate independently in a fast-paced and changing environment. Key Responsibilities 1. Organizational Change & Workforce Ramp-Up • Support the implementation of organizational changes associated with the Supply Chain ramp-up. • Maintain an end-to-end overview of recruitment progress to ensure critical and priority roles are filled according to agreed workforce plans and timelines. • Partner with Talent Acquisition, and hiring managers to identify recruitment gaps, bottlenecks and risks and drive appropriate follow-up actions. • Coordinate HR activities and dependencies arising from changes to organizational structures, roles and workforce requirements. 2. Manager Capability & Upskilling • Coordinate and support capability-building initiatives for managers impacted by the organizational changes. • Develop, organize and/or facilitate interviewing skills workshops, manager training and other relevant people-management interventions. • Equip managers with practical tools and guidance to confidently manage recruitment, employee conversations and organizational transitions. • Identify capability gaps and recommend appropriate learning or HR interventions. 3. HR Operations & Change Implementation • Manage HR operational activities arising from the organizational change and workforce ramp-up. • Coordinate closely with relevant HR teams to ensure employee and organizational changes are implemented accurately and within agreed timelines. • Track HR deliverables, dependencies, risks and outstanding actions. • Support effective coordination across Talent Acquisition, HR Business Partnering, HR Operations and other relevant stakeholders. 4. Reporting, Dashboard & Governance • Maintain regular reporting covering key Supply Chain workforce and change activities. • Track metrics such as recruitment progress, vacancies, hiring status, manager training completion, employee matters, key milestones and risks. • Provide concise progress updates, insights and recommendations to the Supply Chain Management Team. • Escalate key risks, delays or decisions requiring management attention. 5. Industrial Relations & Employee Relations • Manage and provide HR support for Industrial Relations (IR) and Employee Relations (ER) matters arising from organizational changes. • Partner with relevant HR and legal stakeholders on sensitive or complex employee cases. • Support managers in handling employee matters consistently, professionally and in line with company policies and applicable Malaysian employment requirements. • Maintain appropriate documentation, confidentiality and governance for employee-related matters. 6. Stakeholder & Change Management • Act as a key HR coordination point across the Supply Chain transformation. • Build effective working relationships with senior leaders, managers and HR stakeholders. • Facilitate discussions, follow up on agreed actions and proactively identify issues that may impact implementation. • Help ensure that organizational changes are implemented with appropriate consideration for both business continuity and employee experience. Qualifications & Experience Required • University degree in Human Resources, Business Administration, Organizational Development, Psychology, Industrial Relations or another relevant discipline. • Minimum 6 years of relevant professional experience in HR, HR consulting, organizational transformation or a related field.Strong experience in HR Business Partnering, HR consulting and/or supporting significant organizational change. • Practical experience in recruitment/workforce ramp-up and recruitment governance. • Experience developing or facilitating manager training and capability-building programmes. • Solid knowledge and practical experience in Employee Relations and Industrial Relations. • Strong project management, coordination and stakeholder-management skills. • Experience preparing management dashboards, workforce reports and executive-level updates. • Strong analytical skills with proficiency in Microsoft Excel and PowerPoint. • Ability to manage multiple priorities independently in a dynamic and time-sensitive environment. Preferred • Previous experience supporting Supply Chain, manufacturing, operations or other large-scale workforce environments. • Experience in a multinational organization and/or HR consulting environment. • Experience supporting major workforce transformation, restructuring, ramp-up or organizational change programmes. • Familiarity with HRIS/recruitment platforms such as SAP SuccessFactors would be advantageous. • Strong facilitation and communication skills, including experience working with senior management.