General Responsibilities:
The Human Resources Business Partner (HRBP) is responsible for partnering with HR colleagues and key stakeholders and leaders to deliver HR service in line with the needs of the organization. The HRBP oversees the implementation and delivery of key HR initiatives as the key interface between the HR Center of Excellence and the business. He also translates business requirements into effective HR practices and delivering people solutions aligned to business objectives. The HRBP works at an operational level with multiple stakeholders, deals with complex and sensitive people management issues, and influences management and leadership around the people agenda and issues.
Other responsibilities include but not limited to:
• Contribute to and support the delivery of the HR strategy in line with business objectives.
• Support the development and continuous improvement of HR systems and policies in line with best practice.
• Drive and deliver HR initiatives to support business needs, such as talent development, employee engagement, management development, and organisational change.
• Work in partnership with the operational management teams to identify opportunities and areas of improvement to support improved organisational and people performance in line with business needs.
• Guide and coach supervisors and managers on employee relations and HR issues in line with Company policies and best practice, including disciplinary, grievance, performance, redundancy and absence management.
• Support other roles within the HR team as required with other projects and operational issues, e.g. recruitment, payroll.
Detailed Functional responsibilities:
Employee Relations:
• Act as the first point of contact in Human Resources for any employee relations issues, including grievances and disciplinary issues, involving employees between entry level and Supervisor.
• Manages disciplinary cases involving employees between entry level and Supervisor.
• Ensure that the HRBP Lead is made aware of any sensitive employee relations issues that arise as appropriate.
• Support, develop and coach people managers to manage employee relations issues using company policies, procedures and best practice, ideally resolving issues where possible informally.
• Partners with the Legal team in the resolution of external labor cases and coordinates with other HR functional areas, as needed
• Advise on occupational health issues, seeking specialist advice as appropriate.
Talent Management and Performance Management:
• Support the HRBP Lead’s management of the talent profile, including Succession Planning and Talent Forecasting, of the assigned groups at all levels
• Identify trends and possible needs for intervention and liaise with the HRBP Lead and the HR Center of Excellence to discuss appropriate interventions.
• Highlight trends in specific groups and provide the same to the HRBP Lead and working together to agree on any appropriate actions.
• Facilitate sessions with different levels of leadership to develop and communicate business goals and objectives.
• Drive continuous performance improvement including partnering with supervisors and managers in the implementation of Performance Improvement Plans (PIPs).
• Coach supervisors and managers in developing appraisals and delivering feedback.
• Resolve performance rating disagreements.
Learning, Organization Development and Change Management
• Capture learning and development trends and needs up to Supervisors career level and provide appropriate inventions or and liaise with the HRBP Lead and the HR Center of Excellence to discuss appropriate interventions.
• Partner with HR Center of Excellence to identify and deliver HR related training as required.
• Support, develop and coach business supervisors in relation to their approach and consideration of people issues, ensuring that they understand the impact of these on the individual and the business.
• Support the HRBP Lead on any specific change programs ensuring that they provide a value adding service in all change management programmes.
• Identify change management requirements and develop interventions.
• Provide communications support as needed.
Total Rewards, Promotions, HR Data and Records:
• Support the HRBP Lead with the Salary Review Process up to and including Supervisor.
• Working with the HRBP Lead to identify the issues which need to be considered and factored into compensation or rewards strategy.
• Support Line Managers with the Salary Review process guidelines.
• Work with Line Managers to agree how to distribute salary budget across the covered group based on knowledge of issues and market data.
• Ensure salary review is complete on time / to budget and accurately reflects consistency across the company.
• Manage deemed salary reviews as appropriate.
• Manage all promotions up to Supervisor career level in consultation with the relevant HRBP Lead to ensure reflection of competence, diversity and comparability with like for like roles across the company.
• Work with business leaders to ensure any salary revisions are aligned within new roles.
• Champions the accuracy of HR Data by driving stakeholders in the timely resolution of action items related to employee records.
• Promotes the use of HR systems policies and processes, challenging appropriately as necessary.
• Manage exit processes for staff, carrying out exit interviews etc.
Employee Programs and Initiatives
• Partner with HRBP Lead and other HR colleagues in the implementation of the strategic HR Plan, projects and initiatives at the company to positively add value to both our business and employees.
• Identify local project and HR initiatives in line with local group needs, working with the relevant HRBP Lead or HR Functional Lead, to gain additional support and leverage.
• Partner with key stakeholders to ensure that all HR projects and initiatives are appropriately communicated and implemented.
• Support, partner and develop POCs and/or SMEs in the implementation of HR Projects and initiatives where appropriate.
Profile required
HR Competencies
To perform the job successfully, an individual should demonstrate the following competencies:
• Interpersonal Skills – able to communicate, interact and work well with others; open to others ideas and inputs; works with others to find a mutually agreeable outcome.
• Customer Focus – respond promptly to business and stakeholder’s needs; maintain communication and manage expectations; seek feedback to improve service; meet commitments Initiative – proactive, self-starter; looks for opportunities for improvement and implements; suggests and develops innovative approaches and ideas; gets involved in new things.
• Communication – strong oral and written communication skills; clear and persuasive; listens to others and seeks clarification, contributes and gives input to discussion.
• Strategic thinking – understands business goals and objectives and seeks to develop strategies and initiatives to support these; identifies threats and opportunities; understands business implications of decisions.
• Decision making – willing to make decisions and includes appropriate people in decision making process; makes timely decisions.
Professional qualifications/Specific knowledge:
• Minimum studies: University diploma or degree (Law, Labour Relations, Work Studies, Business Administration and Management or similar).
• Specific training and/or work experience in Human Resources, Post Graduate Studies in Labour Relations and/or Labour Law.
Information technology:
• Office package: Spreadsheets. Excel. High Level; Word processor. Word. Intermediate-High Level; Presentations. Power Point. Intermediate-High Level; Communication. Email: High Level.
Languages:
• English: B1 - Threshold or intermediate.
Motivational aspects - The profile which must be presented by employees:
• Positive attitude towards inter-personal dealings and service vocation.
• Remain motivated and keep a positive attitude under pressure.
Previous experience:
• External selection: Minimum two year experience as an HR employee, performing similar functions in personnel management and administration.
• Internal promotion: May also originate from any post if he/she complies with the required profile.