HR Business Partner
Vor 3 Tagen
Project description
An HR Business Partner (HRBP) is pivotal in aligning the company's strategic objectives with effective people strategies. HRBP is a trusted advisor to business leaders, translating company strategy into actionable HR initiatives that drive business success. Your responsibilities will include but are not limited to the following. Summary/Objective: • Act as the primary point of contact for business leaders to understand their needs and challenges and translate these into HR solutions. • Champion business units and drive change initiatives to support organisational goals and objectives. • Collaborate with HR leadership and legal counsel to address complex or sensitive HR issues. • Work collaboratively across HR functions in a matrix environment to develop integrated solutions that meet the needs of the business. • Proactively communicate HR deliverables with other HR teams and business units to ensure alignment and cohesion. • Understand the company's financial budgets, midrange plans, culture, and market competition within the line of business and incorporate this knowledge into HR strategies. • Provide guidance and advice to management on a wide range of human resource-related matters. • Utilize influence and negotiation strategies to secure stakeholder support for key HR initiatives, focusing on strategic priorities. • Analyze challenges and approach them in a solution-oriented manner to drive positive outcomes. • Anticipate and assess HR-related needs within the organisation and develop proactive strategies to address them. • Lead strategic HR projects and initiatives to drive organisational effectiveness and employee engagement.
Responsibilities
- Operations Manager: monitors existing policies and procedures:
- Works closely with relevant business units and leaders to improve work relationships, build morale, and increase productivity and retention.
- Communicates organisational culture to employees through onboarding, townhalls, corporate events, etc. Assists with preparation matters if needed.
- Assesses employee attitudes and tracks trends in employee behaviors: Global Engagement survey; Mood monitoring surveys; teams meeting or one-on-one meetings with team members (by request).
- Participate in HR programs/projects, initiatives design and development to support organisational culture. Handles issues with external vendors, as required.
- Adopts Global HR guidance and provides policy interpretation on locations (How to sessions for managers and dedicated teams, ad hoc requests).
- Keeps the line updated on HR initiatives and ongoing people practices (regular meetings with managers, team meetings , town halls, etc.)
- Regularly monitors the execution of HR practices for relevant assigned business units within the cycle (onboarding and integration practices, performance and development assessments, retention, engagement, recognition activities, offboarding practices, etc.)
- Consult the management on legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Works together across boundaries internally (legal, payroll, finance, etc.) as needed/required.
- Provides day-to-day performance management guidance to managers (e.g., coaching, counselling, career development, disciplinary actions). Employee Mediator: creates sustained solutions to individual employee challenges.
- Timely responds to line manager questions/requests/needs.
- Respond promptly to complaints and needs by addressing them whenever possible, escalating when necessary, monitoring, etc., within the scope of HRBP responsibilities, and redirecting requests to appropriate assignees as required.
- Manages competing personalities in the organization.
- Assists relevant business units in managing conflicts between employees and between managers. Guide managers on conflict mediation issues, if needed. Ensure healthy employee relations.
- Responds to organisational changes, adjusts to the new environment, and supports relevant business units and leaders with change management issues, if needed.
- Assists with managing and resolving complex employee relations issues. Works together across boundaries internally (legal, payroll, finance, recruitment, etc.) as needed
SKILLS
Must have
- Relationship management: ability to build and maintain strong relationships with business leaders, HR colleagues, and other stakeholders.
- Communication: excellent verbal and written communication skills to effectively convey HR policies, procedures, and initiatives.
- Problem-solving: capacity to identify and address complex HR issues, develop innovative solutions, and drive positive outcomes.
- Strategic thinking: can align HR strategies with organisational goals and anticipate future needs to drive business success.
- Change management: skill in leading organisational change initiatives and effectively managing resistance to change.
- Conflict resolution: the ability to resolve conflicts and disputes effectively, maintaining professionalism and fostering positive working relationships.
- Decision-making: strong decision-making skills to assess situations, weigh options, and make sound judgments in HR matters.
- Collaboration: capacity to work collaboratively across HR functions and with other departments to achieve common goals.
- Analytical skills: has expertise in HR metrics, trends, and data to inform decision-making and drive continuous improvement.
- Adaptability: flexibility to adapt to changing priorities, business needs, and HR practices in a dynamic environment.
Nice to have
Working knowledge of multiple HR disciplines
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