Operational HR Business Partner

The Operational HR Business Partner (HRBP) focuses on providing general, operational support to ensure that HR services meet the day-to-day needs of various business units. This role is critical for fostering employee relations, compliance, and effective performance management. Key Responsibilities:

• Employee Relations: Serve as a primary contact for employee concerns, facilitate conflict resolution, and manage disciplinary actions as necessary.
• Talent Acquisition Support: Collaborate with recruitment teams to align recruitment strategies with the specific needs of business units.
• Performance Management: Assist managers in conducting performance reviews, addressing underperformance, and implementing improvement plans.
• Compliance and Policies: Ensure adherence to HR policies and procedures, including compliance with local labor laws and organizational regulations.
• Onboarding and Integration: Support the seamless integration of new employees by facilitating an effective onboarding process.
• Data and Analytics: Leverage HR analytics to provide insights into workforce trends, engagement, and productivity, informing decision-making across all levels of the business.
• Employee Engagement: Drive initiatives to measure and enhance employee engagement, ensuring alignment with company culture and values.
• Diversity, Equity, and Inclusion (DE&I): Collaborate with CoEs to implement DEI strategies and foster inclusive workplace environments.
• Risk & Compliance Management: Ensure adherence to risk and compliance management protocols across all HR initiatives.
  

Key Skills and Competencies:

• Employee & Labour Relations: Solid knowledge of employment law, with a strong focus on continuous learning and proven application of legislation.
• Building Relationships and Influencing: Effective in establishing strong relationships across the organization, with skills in influencing and communicating effectively with employees and management.
• Dynamic and Agile: Ability to navigate a fast-paced operational environment while managing multiple tasks and priorities efficiently.
• Tenacity: A determined individual committed to achieving HR operational excellence and enhancing employee experiences.
• Local Knowledge: Strong understanding of local labor laws, cultural norms, and business practices essential for implementing HR policies.
• Commercial Acumen: Understands the business's financial dynamics and partners with business units to develop aligned HR strategies.
• Adaptability: Quickly adjusts to new challenges and changing environments, employing a problem-solving approach.
• Resilience: Demonstrates the ability to remain focused and effective under pressure, handling challenges with a proactive and positive mindset.
• Financial Strategy Alignment: Skilled in integrating financial considerations into HR planning, translating business issues into actionable HR solutions that impact profitability.