Human Resources Business Partner
2 weeks ago
RESPONSBILITIES: Conducts regular meetings with the leadership team of his account to develop relationships Works collaboratively with departmental heads throughout the business, assisting them in understanding compensation and rewards programs, training and development programs, and aiding in the indoctrination of proper management and communication practices Advocates focus on talent agenda within the Group by providing insights, relevant updates, metrics and analysis of programs that impact talents. Acts as on-the-ground business support on HR matters Provides recommendation and advice on talent issues, based on strong understanding of Group needs, and leveraging on Group-specific talent metrics, industry practices and external perspectives. Common themes would be organization development, human capital management, performance management, talent development and engagement. Coaches and educates line managers to take accountability for their people management responsibilities Advises line leaders and managers on the interpretation and application of HR policies and processes Analyzes, conceptualizes, develops and implements customized, Group-focused and corporate-aligned talent solutions in areas such as workforce strategy and analytics, leadership development, talent management, organization design and effectiveness, employee engagement and change management Creates talent strategy plan for the business and its various departments taking into account the wider HR agenda and any specific people issues that may be existent within the business Translates the Group strategy and challenges into Group talent strategy and plans by partnering with and understanding the talent requirements of the line leaders and managers Develops and implements communication and change management plans Drives HR program evaluation and improvement, and metrics management Acts as the program/process leader for various HR initiatives, for example, performance management process, succession planning, or employee development Analyzes trends and metrics in partnership with other HR teams in order to develop and enhance solutions, processes, and programs that address current problems and also to avoid future ones Tasked with developing programs and methods that aid in the achievement of measurable improvements in metric results and which avail actionable people management solutions and strategies Teams up with other HR departmental teams in determining approaches to matters of recruitment, compensation, and other HR functions in order to ensure that the programs in place are effective and efficient Actively participates in HR department meetings and contributes to the formulation of solutions for the HR department, business department, and business-wide challenges · Ensures that line managers are aware of people policies Oversees and manages employee-relations issues (involving staff and middle management), supporting formal appeals and hearings while simultaneously coaching the relevant managers on management best practices Provides advice to line managers on labor-related issues so as not to escape to potential labor case QUALIFICATIONS: Bachelor's degree in Human Resources, Psychology, Business or any other related field. Minimum of 5 years of working experience in HR. Strong understanding and experience working with multiple human resource disciplines, e.g. employee relations, compensation practices, organizational diagnosis, performance management, staffing, and labor laws. #J-18808-Ljbffr
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