HR Business Partner

Job Description:

Working Days - 6 Days

The Position HR Business Partner - will serve as a strategic partner to business leaders and managers, providing expertise and guidance in the areas of talent management, organizational development, employee relations, performance management, and HR policies.

Grade: Sr Manager HRBP

Qualifications:

Education and Experience:

- Bachelor's degree in Human Resources, Business Administration, or related field.

- Master's degree preferred.

- Minimum of 10-15 years of experience in HR, with at least 3 years in a managerial or HRBP role.

Key Responsibilities:

Strategic HR Partnership:

- Collaborate with business leaders to develop and implement HR strategies that support business goals and objectives.

- Provide strategic advice and consultation on people management and organizational issues.

- Drive alignment between HR strategies and business strategies.

Talent Management:

- Identify and develop talent management strategies, including succession planning and leadership development programs.

- Support recruitment efforts for key positions and ensure a robust talent pipeline.

- Facilitate onboarding and integration of new employees to ensure a smooth transition and rapid productivity.

Performance Management:

- Oversee the performance management process, including goal setting, performance reviews, and feedback.

- Provide coaching and guidance to managers on performance-related issues.

- Implement initiatives to enhance employee performance and productivity.

Employee Relations:

- Serve as a trusted advisor to employees and managers on HR policies, procedures, and employee relations issues.

- Address and resolve employee conflicts and grievances in a timely and effective manner.

- Conduct investigations as necessary and recommend appropriate actions.

Organizational Development:

- Drive organizational development initiatives to enhance organizational effectiveness and employee engagement.

- Lead change management efforts to support business transformation and growth.

- Conduct organizational assessments and develop action plans to address areas of improvement.

HR Policy and Compliance:

- Ensure compliance with local, state, and federal employment laws and regulations.

- Develop, implement, and communicate HR policies and procedures.

- Monitor and ensure the organization's adherence to HR policies and best practices.

Learning and Development:

- Identify training and development needs across the organization and implement effective programs.

- Facilitate leadership development and employee training sessions.

- Promote a culture of continuous learning and professional growth.

HR Metrics and Reporting;

- Develop and analyse HR metrics to assess the effectiveness of HR initiatives and programs.

- Provide regular reports to management on key HR metrics and trends.

- Use data-driven insights to make informed HR decisions and recommendations