HR Business Partner

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

We’re the first software business in the world to have our sustainability targets validated by the SBTi, and we’ve been recognized for the transparency and ambition of our commitment to diversity, equity, and inclusion. We’ve also recently been named as one of the world’s most innovative companies.

If you’re 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

About the role

As a member of the People (HR) team, act as HR Business Partner to the Korea cross functional leadership team. Partner with Korea leadership team and collaborate with other People (HR) team and embed AVEVA’s corporate People strategy, process, principles and employee experience into the culture, leadership behaviours and operating model of the leadership team.

Partner with local, regional and global People (HR) functions and team to ensure AVEVA meet the employment related legislation in the location we operate in.

Supported by data and analytics, provide professional People (HR) guidance and support tailored to the internal client with advice, value-added programmes and interventions which can be measured directly or indirectly with the overall aim to enable Korea to deliver high performance.

This role, which can be based in AVEVA Seoul or Busan office, will report to the Senior HR Business Partner for Korea and Southeast Asia based in Singapore and receive matrix business guidance from Country Vice President.

Principal Accountabilities

Partner with local, regional and global People (HR) functions and team to ensure we meet the employment related legislation in the location we operate in

Ensure People (HR) initiatives and programmes are implemented locally to the highest standard and to the agreed time frames, aligned to AVEVA’s corporate people strategy

Act as an internal People (HR) consultant to leaders and managers in Korea, working in collaboration with other People (HR) team and embed AVEVA’s corporate culture, People strategy and employee experience into leadership behaviours

Responsible for employee relations / case management matter in Korea. Provide expert advice and coaching to local leaders including employee relations matters, grievances handling, talent opportunities and challenges, employee engagement etc.

Understand key business performance targets and their related talent implications with business leaders. Contribute to the business strategy by helping business leaders identify, prioritise, and build organisational capabilities, behaviours, structures and processes with overall aim 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

Act as a People (HR) liaison between the local leaders and rest of the people team to ensure that HR strategy and services are aligned with internal client needs. Be the representative/voice of People team in the Korea market

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 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 locally.

Collaborate with the business’ leaders and rest of the People (HR) team to attract, develop and retain talent in the market.

Assist leaders in the identification of learning and development opportunities that align with current and future business needs and work with talent development team to close the gaps.

Working in collaboration with Rewards team, ensure compensation and benefits of Korea is competitive and ensure equity externally and internally across functions/BU

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

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

Provide the ‘voice of the customer’ back to the rest of the People (HR) teams as a trusted partner and develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of People services and processes.

Partnering with different People (HR) teams to provide support on the implementation of new and cyclical programmes at the local level

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 People (HR) strategic plan

Measures of Success

Compliance with all local HR Legislation

HR KPIs/dashboard for the region (TA KPIs, ER cases etc)

Improvement in employee engagement scores and feedback

Succession management and Internal talent pipeline in place

Addressing under performers

Reduction in ‘bad’ attrition

Diversity balance

Leaders’ role modelling AVEVA Values and Cultures

Improving employee and manager self service

Essential Competencies, Knowledge, Skills and Experience

Expert in local HR process and employment related legislation

Experience in handling sensitive case management and employee relations/grievances

Strong partnership skills

Strong business acumen

Strong ability to influence the stakeholders without formal authority

Problem-solving skills

Clear, comprehensive understanding of the link between talent, reward and other People (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

Region/Global/Country leadership teams

Local/Regional/Global leaders/managers and employees

Different People (HR) teams

Finance, IT, Legal