About the role :
HR Business Partner is dedicated to specific business units, work alongside Executive Leadership and support Line Managers as an internal consultant.
Focus on strategic support, business critical activities and improving organizational productivity and quality.Understanding the businesses commercial strategy, activities and needs and connect them with specialists from the HR Division who can provide focused expertise to address specific HR needs.
HR Business Partner Accountabilities
Know the business, the strategy and business drivers, products, budgets, forecasts, and employee issues.Understand the hopes, fears, likes, dislikes and who the key influencers are.
Coach and prompt business managers to think strategically, think about the impact of changes on the organization and how to best make use of people to achieve success.
Encourage open constructive dialogue between employees, managers and leaders.
Involved and able to influence at all stages of business strategy development and implementation, contributing to decision making.
Continually view HR services from the client’s perspective.
Contribute in developing strong strategies for addressing problems.
Work proactively, constantly adding measurable value and making tangible improvements, clarifying what is needed by the business and HR and evaluating outcomes.
Communicate to the business from HR and to HR from the business.
Assist HR leaders to align HR strategy with business strategy, leading on policy development and strategy discussions.
Recruitment, employee development and compensation strategy (not implementation) to drive workforce planning, support organizational change and facilitate organizational development.
Organizational Design - Ensure that the organization is appropriately designed to deliver organization objectives in the short and long-
term and that structural change is effectively managed.
Insights, Strategy and Solutions - Develop a deep understanding of business areas, the organization and the context in which it operates.
Using business understanding, develop HR strategy and actionable HR insights and solutions.
Organizational Development - Ensure the organization has a committed, fit for the future’ workforce to deliver its strategic ambition.
Ensure the organization culture, values and environment support and enhance organization performance and adaptability. Provide insight and leadership on development and execution of any capability, cultural and change activities.
Resourcing & Talent Planning - Ensure that the organization actively manages an appropriate balance of resources to meet changing needs, the short and long-
term ambitions of the organization strategy and to create competitive advantage.
Learning & Talent Development - Ensure that people at all levels of the organization possess and develop the skills, knowledge and experiences to fulfil the short and long-
term ambitions of the organization and that they are motivated to learn, grow and perform.
Performance & Reward - Build a high-performance culture by delivering programmes that recognize and reward critical skills, capabilities, experience and performance, and ensure that reward systems are market-
based, equitable and cost-effective.
Employee Engagement - In line with the organizations objectives, ensure that in all aspects of the employment experience the emotional connection that all employees have with their work, colleagues and to their organization (in particular line manager relationship) is positive and understood, and that it delivers greater discretionary effort in their work and the way they relate to their organization.
Employee Relations - Ensure that the relationship between the organization and its staff is managed appropriately within a framework underpinned by organization practices and policies and by relevant employment law.
Service Delivery & Information - Ensure that the delivery of HR Services and information to leaders, managers, staff and clients is accurate, efficient, timely, cost effective and professionally managed.
Develop effective working relationships with the client group positioning Human Resources as an integral part of the business and the HR Manager function as a trusted advisor and consultant.
Provide expert coaching and advice to the senior management team and line managers to improve individual and organizational performance.
Proactively gain client feedback to help the Human Resources function to improve service levels.
Maintain close contact with members of the Business Support team and the HR department to work in synchronization with the other business units.
Management & Leadership
Provide active, insight-led leadership to the business and HR team, owning, shaping and driving self, others and activity.
Establish the department or teams objectives and priorities to align with and support business objectives.
Regularly evaluate the department or teams objectives, plans, procedures and practices, and makes appropriate changes if needed.
Oversee and supervise employees. Direct daily activities, recruit, train, develop and discipline to ensure a high standard of service delivery.
About You : Qualifications :
Qualifications : Essential
Bachelor's degree or equivalent
A recognized accreditation in Human Resources
Previous Experience : Essential
Expert - minimum 7 years of job-related experience required in Human Resources
Experience to a range of HR and general business disciplines and be able to develop strategic initiatives as well as implementing processes and operational solutions.
Possess strong influencing skills, strong leadership ability and an innovative mind-set. You must be able to engage, inspire and influence people as well as drive solutions whenever required.
In addition, strong analytical abilities, excellent facilitation skills and strong project management skills are an important requirement of the role
Minimum 1-year experience with HR Business Partner responsibilities