HRBP

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management. The business partner is fully dedicated to internal clients, their needs and their duties. The partner helps to develop and implement better people management practices. The business partner shares the responsibility for the goals and target delivery. The position serves as an advisor, guide and sanity keeper to management on human resource-related issues.

The HRBP job responsibilities would include but not be limited to:

• Being as a single point of the contact for the employees and managers

in the business unit

• Proactively support the delivery of HR Processes at the client

group

• Manages complex and difficult HR Projects cross-functionally
• Consults with line management, providing HR guidance as and when

appropriate

• Analyses trends and metrics in partnership with the HR group to develop

solutions, programs and policies.

• Builds a strong business relationship with the internal client
• Actively identifies gaps, proposes and implement changes necessary to cover

risks

• Manages and resolves complex employee relations issues. Conducts

effective, thorough and objective investigations.

• Provides day-to-day performance management guidance to line

management (e.g., coaching, counselling, career development, disciplinary
actions).

• Works closely with management and employees to improve work

relationships, build morale, and increase productivity and retention.

• Designs succession plans for key talents and key job positions
• Challenges the organizational structure of the internal client and proposes

changes

• Provides HR policy guidance and interpretation.
• Provides guidance and input on business unit restructures, workforce

planning and succession planning.

• Identifies training needs for business units and individual executive coaching

needs.

• Monitors training programs to ensure that training objectives are met
• Participates in evaluation and monitoring of training programs to ensure

success. Follow up to ensure training objectives are met.

• Maintains in-depth knowledge of legal requirements related to day-to-day

management of employees, reducing legal risks and ensuring regulatory
compliance. Partners with the legal department as needed/required.

Competencies
1. Business Acumen. 2. Professional maturity, patience &; gravitas 3. Communication. 4. Consultation. 5. Ethical Practice. 6. HR Expertise. 7. Relationship Management. 8. Project Management and Change Management Skills