HR Business Partner

SUMMARY:The HR Business Partner shall oversee Regional HR operations, provides updates to company's HR-Headquarters, analyzes HR metrics, resolves employee relations issues, and suggests HR strategies to the region-assigned that is aligned with overall business goals of the company. The HR Business Partner shall also handle overall HR facets of the region-assigned.

QUALIFICATIONS

• Degree in a program of study related to Human Resources, Business Management, Sociology, Organizational Development, Industrial/Organizational Psychology
• Experience in performance management

At least 5 years of experience as HR Generalist or multiple facets of HR, or at least 2 years HR Supervisory or Management experience.KNOWLEDGE, SKILLS, & ABILITIESExcellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office or related software.

DUTIES AND RESPONSIBILITIES

Strategic HR Partnership Collaborate with business managers to align HR support to reach organizational objectives. Assist in manpower planning to optimize efficiency.HR data analyzation to help regional management in maximizing payroll, benefits, its ability to hire or keep employees and more. Provide insight and recommendations to HR Headquarters, that may be related but not limited to regional status on employee engagement, retention, and turnover, or other findings that will help to improve the region. Talent Management & Development Help in identifying employee's skills gap in the region

Develop and implement training programs to support employee development and organizational growth. Assist with succession planning and career development to prepare future leaders within the organization. Organizational Development & Change Management Support organizational changes ensuring smooth transitions. Including implementation of restructures and process improvements from the headquarters. Design and deliver change management strategies that support business transformations.HR Policy and Compliance Ensure HR policies and procedures are up-to-date, legally compliant, and cascaded effectively. Support management in implementing HR best practices. Maintain knowledge of labor laws and HR best practices to ensure company compliance. Performance Management Guide managers through the performance review process, setting objectives and identifying development needs. Support initiatives to increase employee engagement, retention, and overall satisfaction.