Key Responsibilities (Include but not limited to):
To partner with business leaders and line managers to drive and implement talent management initiatives for the business, whilst ensuring that all related HR initiatives are implemented and operating at optimal.
Promote and action efforts to drive, measure, track and improve Performance Management as per the policy and guidelines, including management of the HRIS
Leads teams to maintain a high bar for performance by reviewing trends in the management of high performance and underperformance. Based on insights from the team, and keeps senior leadership apprised of performance management trends
Manage Growth plans assisting Line Managers and employees in closing the Learning & Development needs identifiedIdentifies learning needs for business units and individual coaching needs.
Participates in the evaluation and monitoring of learning solutions to ensure success. Follows up to ensure learning and development objectives are met
Engage and partner with the business to understand their needs to develop and implement integrated tactical and operational people plans and solutions in response to business and people challenges.
Drive and support the implementation and adoption of various People practices and processes using various tools such as facilitating sessions to educate employees and line managers on these practices/policies
Assist with the Recruitment process as follows: identifying gaps within teams; helping hiring managers compile job descriptions for vacancies; screening CVs and shortlisting; schedule and manage the interview process and organise psychometric assessments; negotiating and contracting
Act as a trusted advisor for employee relations issues, constructively engaging with staff and managers regularly with the aim of understanding possible barriers to engagement (an employee champion and leader enabler)
Maintains in-depth knowledge of all Regional legal requirements related to the day-to-day management of team members, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed
Manage employee onboarding and off-boarding process in liaison with payroll and service providers
Skills and Experience:
Relevant, progressive HR experience, with at least 3 years as a generalist business partner supporting Senior Leadership and Line managers
Knowledge in HR methodologies, tools, and techniques and the HR value chain
Very strong EQ and problem-solving skills. Consistently demonstrates sound, trusted judgement
Ability to influence and deliver through people
Excellent knowledge of local labour legislation and people processes
The ability to build collaborative relationships with good interpersonal skills and the ability to relate well to colleagues with differing levels of expertise and skills while championing inclusion and diversity
Extremely high level of confidentiality and integrity
Attention to detail and a desire to drive quality
A collaborative approach and willingness to be challenged on the status quo
Apply via :
jobs.lever.co
