• Global Human Resources Business Partner - Consumer & Retail Services

    Location HK-Shatin
    Job ID
    # of Openings
    Job Category
    Human Resources
  • Overview

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    Promoting safe living and working environments.

    UL is a global independent safety science company with more than a century of expertise innovating safety solutions from the public adoption of electricity to new breakthroughs in areas such as sustainability, renewable energy, mobile payment security and nanotechnology. Dedicated to promoting safe living and working environments, UL helps safeguard people, products and places in important ways, facilitates trade and provides peace of mind.

    As UL continues its strong profitable growth journey, we continue to evolve the business, and as opportunities come up, we are seeking strong talent who are adaptable, and who have strong social skills as well the ability to navigate in the grey at times and help solve complex problems. We want people who deliver results and who can “think differently” first and “think traditionally” second. 

    We are looking for a Global HR Business Partner who will act as the primary global HR strategic advisor/consultant for one of our largest Divisions (Consumer & Retail Services) within the Retail & Industry (R&I) Business Unit.   This is both a strategic and hands-on role supporting the Divisional VP&GM and his global senior leadership team across Consumer & Retail Services (CRS).

    • The CRS Division helps brands, manufacturers and retailers in every aspect of the supply chain and production process, from design concept to market launch, in order to mitigate risks and deliver products that are safe, socially responsible and compliant with industry regulations and brand specifications. This includes regulatory and brand compliance testing, analytical, physical, durability, and quality testing as well as regulatory audits, consumer studies, chemical and toxicological assessments, quality inspections and data management.   Our service portfolio includes:   Advisory and Education, Audits & Inspections, Certification, Global Market Access, Regulatory Compliance Audits, Responsible Sourcing, Testing, Validation and Verification.


    1. Proactively advises Business Division Leadership on Talent and other HR implications of business strategies, goals, and initiatives.  With support and guidance, provides counsel and support to the Division for special projects and initiatives as determined by the business leaders, as well as HR programs, procedures and initiatives. 
    2. Working closely with the other BU HR Business Partners the Corporate HR subject matter teams and Regional HR teams, oversees key HR processes for the assigned business area(s), and drives their execution, including active involvement in the recruitment/staffing of key senior level business unit talent, performance management, salary planning, the application of UL’s Critical Behaviors for Success, leadership and management development, career and succession planning, assessment strategies and approaches, turnover analysis/retention statistics, monitoring and managing the contingent workforce, etc. 
    3. Supports Business area(s) needs within established HR policy/regulation framework, both internally and externally.
    4. Working with local/regional HR talent, finance, M&A, etc., leads Business Unit mergers & acquisitions due diligence and integration of acquisitions for assigned business area(s).
    5. Analyzes current trends (e.g. quarterly turnover, labor force availabilities, etc.) to determine appropriate actions needed that will support the business.
    6. Working with the Talent Acquisition team, helps develops and execute sourcing/recruiting strategies in support of Business area(s) needs, provides leadership for recruiting and retention of talent, including attracting and retaining top talent to achieve our Goals and Mission and avoiding extended openings in critical positions.   
    7. Keeps abreast of current trends in Human Resources/Talent Management and uses these learnings to help us continue “thinking differently” first and “traditionally” second.
    8. Develops and maintains collaborative local and global relationships to successfully complete team projects and meet business needs. Actively shares learnings/challenges/best practices with other HR business partners for development of the team and for coordination at global, regional, and local levels.


    University Degree (Equivalent to U.S. Bachelor’s degree) in Human Resources Administration, Training, Organizational Development, or related field. An advanced degree is preferred as is a professional HR certification.


    Generally 12+ years HR experience, Organizational Development, or related Human Resource Service function (Staffing, Sourcing, Performance Management, Succession Planning, Leadership and Management Development).


    Previous global human resources experience, in a larger company with matrix management, highly desirable.


    Previous HR work and/or familiarity with the Consumer & Retail Services industry as described above is also highly desirable.


    Intermediate to high level Excel and PowerPoint skills is highly beneficial to be successful


    Requires the ability to be highly collaborative and work with both regional and global teams both within and outside of the HR function.


    Strong interpersonal and communication skills are key to success, including strong listening, negotiation, persuasion and facilitation skills with all levels of leadership and employees.


    Strong results orientation, adaptability/flexibility, and willingness to express opinions and challenge status quo, in a respectful manner, and in the attempt to find win/win solutions.


    Strong business skills and ability to think critically and strategically – analyze, synthesize and evaluate information to help the business grow and succeed.


    Strong organization skills and the ability to consistently successfully deliver results.


    Comprehensive knowledge of labor law (global knowledge preferred) as well as market knowledge in respect to recruitment, compensation, etc.


    Solid knowledge of practices including assessment, workforce planning, ongoing performance management and feedback principles and approaches, organization development/design and training and development including supervisory and management development.


    Ability to understand and adapt to different cultures is key


    Fluent English language skills


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