HR Business Partner

Job Summary:

This role will oversee the full recruitment lifecycle, from sourcing to hiring, and provide expertise in talent management, employee engagement, performance management, compensation, and organizational development. The HRBP will serve as a trusted advisor to management, contributing to the overall success of the organization through effective HR practices and solutions.

Key Responsibilities:

Talent Acquisition & Recruitment:

• Develop and execute talent acquisition strategies that align with the company's business objectives.
• Oversee the full recruitment lifecycle, including sourcing, screening, interviewing, and selecting candidates.
• Provide guidance on recruitment best practices, candidate experience, and ensuring a diverse and inclusive hiring process.
• Collaborate with hiring managers to understand staffing needs and ensure timely and quality hires.

Talent Management & Succession Planning:

• Implement talent management initiatives to develop and retain high-potential employees.
• Work with business leaders to identify talent gaps and create succession plans for key positions.
• Drive leadership development programs to cultivate internal talent and build a strong leadership pipeline.

Employee Engagement & Retention:

• Partner with managers to assess employee engagement and create initiatives to foster a positive work culture.
• Analyze employee feedback through surveys and other metrics, identifying trends and recommending solutions.
• Support employee retention strategies and ensure alignment with company values and goals.

Performance Management:

• Advise managers and teams on effective performance management, including setting objectives, providing feedback, and conducting performance reviews.
• Assist in creating performance improvement plans and handling employee relations issues.
• Facilitate the development of high-performing teams through training and performance coaching.

Learning & Development:

• Work with leadership to identify training and development needs across the organization.
• Lead or coordinate training programs that address skill gaps, leadership development, and employee growth.
• Promote continuous learning and career development opportunities for employees at all levels.

Compensation & Benefits:

• Provide insights and recommendations on compensation strategy, ensuring alignment with market trends and internal equity.
• Assist in designing and implementing employee recognition programs that reward performance and engagement.
• Work with management to ensure effective benefits administration and communication with employees.

HR Policies & Compliance:

• Ensure compliance with labor laws and regulations by maintaining up-to-date knowledge of HR-related legal requirements.
• Advise and guide management on HR policies, procedures, and practices.
• Drive initiatives related to organizational culture, inclusion, and diversity, ensuring adherence to best practices.

HR Strategy & Consulting:

• Act as a strategic partner to business leaders, providing HR solutions that address organizational challenges.
• Lead and implement HR initiatives that align with the company's business strategy and goals.
• Use data and metrics to assess HR program effectiveness and adjust strategies accordingly.

Employee Relations:

• Serve as the primary point of contact for employee relations issues, ensuring effective resolution of conflicts and grievances.
• Foster a positive and respectful work environment by advising managers on handling employee issues in a fair and consistent manner.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent experience).
• Proven experience as an HR Business Partner, Talent Acquisition Specialist, or in an HR leadership role.
• Strong knowledge of recruitment, talent management, employee engagement, performance management, and compensation strategies.
• Ability to advise, influence, and build strong relationships with leaders and employees at all levels.
• Excellent communication, interpersonal, and problem-solving skills.
• In-depth knowledge of labor laws and HR best practices.
• Proficiency with HR software and Applicant Tracking Systems (ATS).
• Strong analytical skills and data-driven decision-making abilities.