HR Business Partner Job Responsibilities
Act as a change agent to foster a customer centric quality culture throughout the organization and drive measurable business process improvements
Working to identify and manage risk
Providing process improvement initiatives and managing a team as the process improves
Balancing the capability of the business with operational costs and market demand
Motivating a team to focus on business results as well as customer objectives
Establishing performance objectives
Creating KPIs to measure the success of the departmental projects and goals
Identifying specific future business change requirements
Empowering team members by giving them ownership and responsibility for the improvement of a various projects and departmental goals
Being responsible for the end-to-end performance
Responsibilities for the HR Business Partner Job
Act as a single point of the contact for the employees and managers in the business unit
Manage complex and difficult HR Projects cross-functionally
Actively identify gaps, proposes and implement changes necessary to cover risks
Recruit the key talents for the company
Facilitate the management team to bring best solutions for employees
Act as the performance improvement driver and provokes positive changes in the people management
Design and maintain organization vitality charts as the performance of the business unit improves
Design succession plans for key talents and key job positions
Conduct weekly meetings with respective business units.
Consult with line management providing HR guidance when appropriate.
Analyze HR trends and HR metrics to develop solutions, programs and policies.
Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partner with legal department as needed/required.
Provide day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, increase productivity and retention.
Provide HR Policy guidance and interpretation.
Develop contract terms for new hires, promotions, transfers.
Prepare statutory payments and payroll promptly
Provide guidance and input on business unit restructures, workforce planning, succession planning.
Identify training needs for business units and individual executive coaching needs.
Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met
Skills
Excellent communication and interpersonal skills
Strategic decision making
Experience with a start-up environment is an added advantage
A minimum of 5-6 years relevant experience
University degree in a relevant field
Post graduate diploma in Human Resource is an added advantage
IHRM membership
Ability to represent the Human Resource function as part of the bigger business picture
Confident directing HR and advising managers on all aspects of people management and development.
Strong understanding of employment law
HR Business Partner
