Human Resources Business Partner

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.