AM- HRBP

Role & responsibilities

• Strategic Partnership:

  Collaborating with senior leadership and management to understand business goals and develop HR strategies (talent acquisition, retention, succession planning) that support those objectives.

• Talent Management:

  Driving talent acquisition, retention, and succession planning initiatives, and collaborating with managers to enhance team capabilities and leadership development.

• Performance Management:

  Providing day-to-day performance management guidance to line management, supporting the performance appraisal process, and identifying training and development needs.

• Employee Relations & Engagement:

  Managing and resolving complex employee relations issues, including conducting investigations, addressing grievances, and promoting a positive work environment and culture of inclusion. They also organize and lead employee engagement activities.

• Change Management:

  Leading or supporting organizational change and transformation initiatives, such as restructures or new policy implementations, and ensuring smooth transitions.

• Policy & Compliance:

  Providing HR policy guidance and interpretation, ensuring all HR practices comply with local labor laws and regulations, and minimizing legal risks.

• Data-Driven Insights:

  Analyzing HR metrics and data (e.g., retention, engagement costs) to identify trends, inform decision-making, and shape proactive solutions for improving team effectiveness.

• HR Program Execution:

  Partnering with HR specialist teams (Centers of Excellence like L&D, Compensation & Benefits, Talent Acquisition) to co-create and implement integrated HR solutions.

Key Qualifications and Skills

• Education:

  A Bachelor's degree in Human Resources, Business, or a related field is typically required, with a Master's degree or professional certification (e.g., PHR, SPHR, CIPD) often preferred.

• Experience:

  Generally requires several years of progressive HR experience, including a minimum of 2+ years in a core HRBP or generalist role.

• Skills:

• Strong business acumen and an understanding of the business unit's challenges.
• Excellent communication, interpersonal, and negotiation skills.
• Strong analytical, problem-solving, and decision-making abilities, with the ability to use data for insights.
• Capability to influence and coach senior stakeholders effectively.
• Knowledge of HR technology/HRIS management and project management skills