HR Business Partner

Overall, this is a HR generalist position, internal HR consultant and serve as primary contact person on HR matters to support the business.

This role is a combination of strategic and hands on tasks that require someone who can embrace and drive change, influence the businesses and build trust and confidence with key leaders and managers in the organization to embed strategic approach to hr development and management. The areas covered are manpower planning, recruitment, compensation and benefits, performance management, employee relations/industrial relations and organization development and management which include talent management, planning, leadership development, learning and development, process redesign etc.

Main responsibilities include:

• Manpower planning -
• To analyze workforce information and productivity measures and work with local business leaders to develop strategies and plans to ensure that the workforce supports current and future performance targets.
• Recruitment -
• To provide support in recruitment activities to hire the right candidate for the right position in the business units
• Compensation and Benefits -
• To implement HR policies & procedures as well as monitoring the effectiveness of these programs.
• To provide feedback and analysis to improve the compensation & benefits program to attract & retain staff.
• To be involved in the job evaluation to ensure equity in the business units.
• To participate in, and support, the development of Organization-wide HR policy and practice to ensure the availability of modern HR practice that supports business success.
• Performance Management - to work with functional leaders to ensure that performance reviews are done in a timely manner. Works to ensure that career and training opportunities are being identified.
• Employee Relations/Industrial Relations -
• To facilitate collaborative problem solving strategies to resolve employee relations' issues through effective communication with all levels of employees and to plan employee relations activities.
• To advice and coach line managers in managing non performance, staff disciplinary issues and complex employee relations issues.
• To lead (and project manage) key HR initiatives and change program to ensure that they are delivered in accordance with agreed requirements realizing effective co-ordination of people, resource and talent; to ensure that, as appropriate, such initiatives are embedded and the benefits realized. To lead the process of staff involvement and to facilitate the centralized change necessary to enable the company to introduce new ways of working
• Organization Development and Management
• To advise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation and leadership of change program, to the management of individual cases, in order to ensure that all staff are managed efficiently and effectively and in accordance with Organizational practice.
• To enhance leadership capability through workforce models and development of people management skills. To increase organizational competence through mediation and other techniques. To support managers in fostering a supportive culture through initiatives set through Engaging People.
• To assist management team in developing skills to manage human resources more effectively through modeling, coaching, instruction and training.
• To act as an advocate of change and modernization in support of business and HR strategies. To identify and implement workforce modernization (including identification of new ways of working, role redesign and improved performance measurement systems) opportunities that support efficient service delivery.
• To identify specific employment issues from workforce trends and staff feedback mechanisms and support the development of local and Organization wide HR interventions to meet business needs.

Requirements:

• Degree in Human Resources, Business, or related field of study
• Minimum 5 years of relevant experience in Human Resources preferably in HR generalist experience with working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, diversity, and performance management.
• High level of analytical and problem solving skills
• Strong conflict management skills
• Strong interpersonal and negotiation skills
• Ability to:
• Translate business needs into Human Resources initiatives
• Develop strong trusting relationships in order to gain support and achieve results
• Effectively envision, develop, and implement new strategies to address competitive, complex business issues
• Manage multiple conflicting priorities
• Work in environment with a global focus
• Understand issues domestically and internationally and communicate effectively with Line Managers
• Work independently and with little guidance to achieve business objectives
• Take initiative to identify and anticipate client needs and make recommendations for implementation