HR Business Partner  

Account Management – Account/Department Consultancy Services

• Work in partnership with the business/account to provide specialist coaching, support, and influence that enable business/account to effectively deliver their people plans.
• Play an integral part in success assigned Accounts/Departments by developing effective working relationships, influencing and challenging Account/Department management team, and the development and delivery of their people plan in support of the achievement of the business area and HR strategies.
• Provide support to the assigned Department/Account key client areas of Performance Management, Employee Engagement, Employee Development, Employee Relations and Discipline.
• Build and maintain effective stakeholder relationships through proactive business programs and problem resolution.
• Monitor the trends on the external job market and comparing the external job market trends with the internal trends among employees; discover all the bad trends, which can influence the organizational performance and can have a huge unexpected impact on the motivation of employees.
• Talent Development.
• Facilitate internal application and movement.

Talent Engagement and Retention

• Responsible for setting an employee friendly environment, which builds a good platform for reaching the goals and where t employees feel their personal contribution to the results of the organization and they feel, they are recognized for being successful.
• Work with managers to develop employee engagement and motivational activities and programs.
• Champion ESAT in the managed business/account.
• Handle simple compensation and benefits issues of employees.
• Conduct exit interviews and analyze attrition.

Talent Relations & Discipline

• Work in partnership with the business to manage employee by building management responsibility and capability for managing ER/IR issues and improve the effectiveness of consultation.
• Support business area with disciplinary/grievances and other employee issues where specific business area knowledge is essential.
• Monitor absenteeism, schedule adherence and compliance to company policies and recommend action to be taken, in case.
• Coach managers and employees through difficult situations.

Reward and Recognition

• Co-develop with clients local reward and recognition strategies and interventions in order to meet business needs in conjunction with reward specialists.

Performance management

• Assist with any issues or questions Embed a performance management culture within the business area as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service through behaviors aligned with our values.
• Ensure that line leaders are effectively and proactively managing staff performance.
• Facilitate appropriate response to serious performance issues.
• Culture Advocate: encourage and drive corporate culture and environment.
• Change management: assist managers and employees in adapting to working in a fluid environment.

Policy Cascade and Compliance

• Responsible for the overall compliance of the HR solutions and HR Procedures applied at the account/business with the law and the internal procedures set in the organization.
• Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures. Consult and deliver new/amended policies and procedures into the business area.

HR Continuous Improvement

• Work with other HR BPs/HR teams across the site/s to ensure that consistent HR support/services are provided consistently across the site/s.
• Proactively gain client feedback to aid HR functions to improve service levels and alert HR areas where an issue/project may impact on other areas.

• Strong customer relationship skills, the ability to build strong relationships with people at different levels of the organization.
• Strong financial and business acumen.
• Effective oral and written communication skills when dealing with management and employees at various organization levels, including senior management.
• Ability to deal with ambiguous and fluid situations.
• Ability to manage own time and workload and juggle conflicting priorities.
• Professional approach with a can-do attitude.
• An experience of advising on complicated Employee Relations issues.
• An up to date understanding of present and future employment legislation.
• Adept in MS Office Applications (Word, EXCEL, PowerPoint, Outlook and ACCESS).
• Excellent verbal & written communication, interpersonal & collaborative, facilitation & presentation and influencing & negotiation skills.
• Create program-wide initiatives for continuous improvement.
• Excellent skills in problem-solving, conflict resolution, organization/time management and motivation.
• Ability to craft compelling written/oral proposals and/or response statements Multi-Task, Flexible.
• A team player.