HR Business Partner

GENERAL RESPONSIBILITIES:

The HR Business Partner maintains strong business and HR acumen, demonstrates strong problem solving skills, critical thinking, and self-initiative to develop integrated solutions for the client group. Serves as a consultant to management on human resources-related issues. Acts as an employee champion and change agent. The HRBP formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.

DUTIES AND RESPONSIBILITIES:

• Consults with line management, providing HR guidance when appropriate.
• Strategically supports Business Unit management in developing solutions to deliver key initiatives and achieve business results.
• Conducts appropriate data gathering method/s to assess the pulse of the employees of the assigned account such as, but not limited to: Exit Interviews, Focus Group Discussions, Career Discussions, Engagement Surveys.
• Analyzes business unit structure / restructures, workforce planning and succession planning, team engagement level and recommends solutions based on internal data and industry trends and best practices.
• Works with business units to assess, create and implement innovative solutions for a variety of employee engagement initiatives within client group/s.
• Analyzes trends and metrics in partnership with HR Group to develop solutions, programs and policies
• Analyzes and reports to Business Units' line leaders the attrition data. Recommends solutions and talent retention programs.
• Manages and resolves complex employee relations issues; conduct effective, thorough and objective investigations
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; Consult Corporate Lawyer as needed or required
• Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
• Works closely with management and employees to improve work relationships, build morale and increase productivity and retention
• Provides HR policy guidance and interpretation to employees and stakeholders
• Evaluates individual learning and development needs based on people development programs (ICAP, IPEP)
• Evaluates and monitors  success of people development programs; Ensure that success metrics are met
• Collaborates with internal stakeholders in the implementation of talent retention initiatives and engagement programs;

JOB SPECIFICATIONS:

Education – Bachelor's degree

Related Experience –Experience resolving complex employee relations issues.  Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, culture building and performance management.

Skills - Proficient in MS Office Suite; Strong data management skills

Soft Skills:

• Organized and has high attention to details
• Ability to deal sensitively with confidential material and maintain a high degree of professionalism.
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.