Human Resource Business Partner

Job Purpose

The HR Business Partner (HRBP) is a strategic role that leads a team of generalists and specialists to collaborate with business leaders. The HRBP provides expert advice throughout the employee lifecycle, focusing on attracting, developing, engaging, separating, and planning for talent. As the primary contact between HR and the business, the HRBP emphasizes service excellence and is dedicated to addressing organizational and employee needs. Roles & Responsibilities

Strategy and Business Partnering

Implement management strategies at the country/location level. Collaborate with stakeholders throughout the employee lifecycle to identify business needs and provide HR support. Participate in HR initiatives to enhance the employer brand and gather employee buy-in. Conduct regular meetings to assess manpower needs and advise on resource planning. Develop succession plans for critical roles and manage compliance for separated employees. Conduct exit interviews and analyze turnover rates to improve retention strategies. Coach line managers on handling involuntary exits and facilitate re-employment for retirees. Recruitment & Onboarding

Identify optimal sourcing channels for candidates. Lead recruitment and onboarding processes aligned with business needs. Guide hiring managers in effective candidate selection and assessment. Review talent acquisition processes for continuous improvement. Evaluate recruitment agencies and implement on/off-boarding processes. Analyze feedback from onboarding surveys for enhancements. Total Rewards & Payroll Governance

Collaborate with Global Rewards on promotions and salary adjustments. Ensure timely payroll processing and compliance with local legislation. Standardize payroll systems and assess vendor quality. Regulatory & Compliance Management

Ensure HR compliance with regulations and company SOPs. Participate in audits and implement improvements based on findings. Employee Engagement

Initiate engagement initiatives and lead HR participation in Employer of Choice activities. Collaborate on communications and training program evaluations. Performance Management

Supervise performance management processes and coach managers on tools. Monitor underperformance and implement improvement plans. Financial Management & Leadership

Manage the HR budget and ensure spending aligns with financial goals. Lead and inspire HR teams to achieve departmental objectives. Requirements

Bachelor’s degree in HR, Business Administration, or related field (Master’s preferred). Relevant certifications (SHRM-CP/SCP, PHR/SPHR) are highly desirable.5+ years in HR management with a focus on strategic planning and project execution. Competencies

Logical Thinking & Numerical Sensitivity – Applies common sense and reasoning effectively; comfortable and accurate with numbers. Manages Complexity: Navigates complex HR challenges across jurisdictions. Business Insight: Understands business operations and aligns HR strategies. Ensures Accountability: Maintains high standards in HR processes. Plans and Aligns: Develops strategic HR plans aligned with business objectives. Nimble Learning: Adapts quickly to changes in the business environment. Strategic Mindset: Anticipates future workforce needs. Cultivates Innovation: Encourages innovative HR practices. Decision Quality: Makes informed, data-driven decisions. Planning and Organizing: Manages multiple HR initiatives effectively. Data Collection and Analysis: Analyzes HR metrics for strategic decisions. Adaptive Mindset: Adjusts strategies based on evolving needs. Project Management: Manages HR projects from conception to execution. Negotiation: Manages employee relations and vendor contracts effectively. Policy and Regulation: Knowledgeable about relevant HR policies and regulations. Policy Development and Implementation: Develops HR policies supporting organizational goals.