The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
Responsibilities
- Consults with line management, providing HR guidance when appropriate.
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
- Manages and resolves complex employee relations issues. Conducts 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. Partners with the legal department as needed/required.
- Provides day-to-day performance management guidance to line management (e.g., 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.
- Develops contract terms for new hires, promotions and transfers.
- Assists international employees with expatriate assignments and related HR matters.
- Provides guidance and input on business unit restructures, workforce planning and succession planning.
- Identifies training needs for business units and individual executive coaching needs.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Undertake HR projects and new initiatives such as employer branding, recruitment events, etc. to acquire suitable talents for the organization
- Contribute ideas and take part in projects to constantly improve and streamline the recruitment process
- Collection & analysis of the hiring managers needs
- Manage the full recruitment life-cycle, from initial candidate assessments to interviews and offer management
- Manage the recruiting pipeline, including determining resource status and needs, coordinating recruiting events and sourcing activities, assessing, and managing referral processes
Requirements
- Analytic mindset
- Minimum of 8 to 10 years experience resolving complex employee relations issues.
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
- A strong communicator with effective listening, presentation and influencing skills
- Good team player with strong interpersonal skills and can work under pressure
- Customer focused with good organizational sensitivity, collaborative and change agile
- Excellent Relationship building and influence skills
- Ease working independently as well as collaboratively
- Proven ability to effectively manage projects
- Demonstrates resiliency working in an environment of ambiguity, constant change, and conflicting priorities
- Have experiences in managing complex recruiting roles and working with expat Head of Departments/Stakeholders from various backgrounds
