Human Resources Business Partner
4 days ago
The Business Unit HR Business Partner (HRBP) acts as a strategic partner to the business unit leadership team, aligning HR strategies with business objectives. This role requires a blend of strategic thinking, business acumen, and HR expertise to drive organizational success, enhance employee engagement, and support talent development.
Key Responsibilities:
Strategic HR Partnership:
- Serve as the primary HR contact for the business unit, providing guidance on organizational and employee matters.
- Partner with business leaders to develop and execute HR strategies that align with business goals.
Workforce Planning & Talent Acquisition:
- Collaborate with the business unit leadership to forecast workforce needs and develop staffing plans.
- Oversee recruitment efforts, ensuring timely and high-quality hires.
Employee Engagement & Culture:
- Design and implement initiatives to improve employee engagement and foster a positive organizational culture.
- Conduct engagement surveys and follow up with actionable plans to address concerns.
Performance Management:
- Lead the implementation and execution of performance management systems within the business unit.
- Provide coaching to managers and employees on performance improvement and career development.
Learning & Development:
- Identify skill gaps within the business unit and recommend training and development programs.
- Support leadership development and succession planning initiatives.
Employee Relations:
- Act as a trusted advisor to employees and managers on HR-related issues and conflict resolution.
- Investigate employee grievances and complaints while ensuring fair and consistent resolutions.
HR Policy Implementation:
- Ensure that company policies and procedures are effectively communicated and adhered to within the business unit.
- Consistently review and update policies to align with local labor laws and industry best practices.
HR Metrics & Analytics:
- Use HR data and analytics to inform decision-making and provide insights into workforce trends.
- Monitor key HR metrics such as turnover, engagement, and headcount.
Change Management:
- Support business unit leaders in managing organizational change and driving cultural transformation.
- Act as a change agent, ensuring smooth transitions and alignment with business objectives.
Key Performance Indicators (KPIs):
- Achievement of business unit staffing and retention goals.
- Employee engagement and satisfaction scores.
- Quality and timeliness of HR deliverables.
- Effectiveness of implemented HR programs and initiatives.
Job Specification (JS):
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
- Advanced degree or professional certifications (e.g., SHRM-CP, PHR) are preferred.
Experience:
- 5+ years of experience in HR, with at least 2 years in an HRBP or similar role.
- Demonstrated experience working closely with business leaders to drive HR strategies.
- Experience in a matrixed or multinational organization is an advantage.
Skills & Competencies:
Technical Skills:
- Strong understanding of HR functions, including recruitment, employee relations, and performance management.
- Familiarity with HR technology and systems (e.g., HRIS, ATS).
- Knowledge of labor laws and compliance requirements relevant to the business unit's location.
Soft Skills:
- Excellent interpersonal and communication skills.
- Strong analytical and problem-solving abilities.
- Ability to build trust and maintain relationships with employees at all levels.
- High emotional intelligence and coaching skills.
Business Acumen:
- Deep understanding of the business unit's operations, goals, and challenges.
- Ability to align HR strategies with business priorities.
Leadership & Change Management:
- Proven track record of leading HR initiatives and driving organizational change.
- Strong project management skills and the ability to manage multiple priorities simultaneously.
Working Conditions:
- Full-time position with a requirement for occasional travel to other business units or regional offices.
- May require extended hours to meet business needs during peak times or special projects.
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