Sr Manager - [SU883]

Sr Manager - [SU883]

14 Nov

14 Nov



Role Description

Designation: HR Business Partner
Location: Multiple
Unit: Human Resources Job Summary:
As a Human Resources Business Partner you will act as a business partner by embedding company HR strategy, working in collaboration with COE’s and by providing professional HR guidance and support to relevant internal client groups with the objective to add value to the business.

Responsibilities Include


- Contribute to the business strategy by helping identify, prioritize, and build organizational capabilities, behaviors, structures, and processes
- Support line management in forecasting and planning the talent pipeline requirements in line with the function/business strategy

- Implement appropriate learning interventions while accounting for learning principles and theories and manage ongoing delivery


- Facilitate line of sight initiatives to build a high-performing organization aligned with the strategic leadership agenda
- Ensure leadership and coaching culture is cascaded through the organization
- Provide clear leadership by demonstrating understanding of business trends and needs


- Drive the people processes (performance, development, and career) to ensure that employees’ level of performance and capabilities meet current and future standards
- Manage specific projects as determined in the annual HR operational plan as well as participating in functional and cross-functional initiatives
- Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes
- Implement HR policies and reward strategy to ensure that all reward decisions are fair and objective


- Provide expert advice and coaching to employees where appropriate
- Employee Relation / Culture Building within organization
- Understand employee opinions and anticipate their needs and concerns
- Maintain close contact with the area HR team to work in synchronization with the other business units


- Review and benchmark the internal and external environment to improve the HR policies and initiatives to enhance overall business performance.
- Identify and drive the communication and sharing of learning across functions to facilitate continuous improvement

Key Skills And Competencies

 Higher education in business administration and/or HR management with minimum 6 to 9 years human resources working experience (Graduate Engineer to be preferred )
 Ability to engage, inspire, and influence people
 Ability to develop clear, actionable steps from overall strategy
 Customer service orientation
 Basic project management skills
 Understands employee opinions, monitors the effect of business decisions on people, and advises senior management on addressing employees’ concerns
 Effectively applies performance management to create a high-performance culture
 Understands, communicates, and applies reward strategy
 Applies employee relations and employment practices in order to create a positive, ethical, effective work environment
 Digitally enabled/tech savvy (Technology background would be an added advantage)
 Labor Law Knowledge Skills
Nielsen HR Competencies
Influences with Integrity

- Has an informed point of view about key business issues
- Articulately and persuasively conveys ideas/recommendations to others at all levels – even when the view may be unpopular
- Facilitates the consideration of alternative points of view

Aligns with the Business

- Understands and can articulate the business’s value proposition, its strategy, its products/services, and customer needs and aligns HR strategy and services accordingly
- Seeks out better, more cost efficient ways to get work done… embraces cost leadership
- Anticipates challenges and helps the business devise innovative, creative solutions
- Demonstrates an awareness of the general business climate, industry trends and contemporary HR thinking

Builds Talent

- Partners with business leaders to identify and fulfill organizational talent requirements
- Effectively assesses internal & external talent and takes appropriate action
- Influences leaders to differentiate pay, development/training opportunities, exposure, etc. based on associate performance
- Effectively engages in the development process for high performing and high potential associates

Leads Change

- Leads initiatives designed to drive organizational change
- Role models the Nielsen values and how leaders should work with associates, teams and clients
- Identifies and acts on opportunities to increase employee engagement and commitment to the organization
- Adapts HR practices in anticipation of, and in response to, the changing business climate


- Designs, implements and executes HR processes and policies that are simple and clear
- Executes transactional HR work with exceptional quality and efficiency
- Regularly looks critically at HR and business processes, identifies opportunities for improvement and implements changes quickly (via BPI, ACT Now, etc.)
- Makes HR seamless; effectively integrates HR services

The original job offer can be found in Kit Job:

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