Working Days - 6 Days The Position HR Business Partner - will serve as a strategic partner to business leaders and managers, providing expertise and guidance in the areas of talent management, organizational development, employee relations, performance management, and HR policies.
Grade: Sr Manager HRBP
Qualifications
Education and Experience
- Bachelor’s degree in Human Resources, Business Administration, or related field. Master’s degree preferred.
- Minimum of 10-15 years of experience in HR, with at least 3 years in a managerial or HRBP role.
Key Responsibilities
1. Strategic HR Partnership
• Collaborate with business leaders to develop and implement HR strategies that support business goals and objectives.
- Provide strategic advice and consultation on people management and organizational issues.
- Drive alignment between HR strategies and business strategies.
2. Talent Management
- Identify and develop talent management strategies, including succession planning and leadership development programs.
- Support recruitment efforts for key positions and ensure a robust talent pipeline.
- Facilitate onboarding and integration of new employees to ensure a smooth transition and rapid productivity.
3. Performance Management
- Oversee the performance management process, including goal setting, performance reviews, and feedback.
- Provide coaching and guidance to managers on performance-related issues.
- Implement initiatives to enhance employee performance and productivity.
4.
Employee Relations
- Serve as a trusted advisor to employees and managers on HR policies, procedures, and employee relations issues.
- Address and resolve employee conflicts and grievances in a timely and effective manner.
- Conduct investigations as necessary and recommend appropriate actions.
5. Organizational Development
- Drive organizational development initiatives to enhance organizational effectiveness and employee engagement.
- Lead change management efforts to support business transformation and growth.
- Conduct organizational assessments and develop action plans to address areas of improvement.
6. HR Policy and Compliance
- Ensure compliance with local, state, and federal employment laws and regulations.
- Develop, implement, and communicate HR policies and procedures.
- Monitor and ensure the organization’s adherence to HR policies and best practices.
7. Learning and Development
- Identify training and development needs across the organization and implement effective programs.
- Facilitate leadership development and employee training sessions.
- Promote a culture of continuous learning and qualified growth.
8. HR Metrics and Reporting
- Develop and analyse HR metrics to assess the effectiveness of HR initiatives and programs.
- Provide regular reports to management on key HR metrics and trends.
- Use data-driven insights to make informed HR decisions and recommendations.