Human Resource Business Partner

Principal HR advisor

role purpose

The Principal HR Advisor (Contractor) plays a pivotal role in supporting our HR Business Partners (HRBPs) by providing crucial HR process implementation, coordination, and first-level support. This position requires deep conceptual and practical knowledge within the HR discipline, coupled with a foundational understanding of related fields. You&aposll be instrumental in resolving a variety of issues by applying your technical and functional expertise, often guided by established precedents.

This role is for a contract of 6 months.

Main Accountabilities

As a Principal HR Advisor (Contractor), your key responsibilities will include:

• Project Support:

  You may lead small projects or specific steps within larger HR initiatives, contributing to their successful execution.

• Independent Work & Problem Solving:

  You will work autonomously, seeking guidance primarily for complex or unprecedented challenges. You&aposll apply your expertise to solve a range of HR-related problems.

• Team Guidance:

  Provide support and guidance to other team members, fostering a collaborative and knowledgeable environment.

• Impact & Quality Assurance:

  Your contributions will directly impact the quality and effectiveness of customer interactions, operational processes, and HR projects/programs within your team and related departments.

• Complex Communication:

  Engage in the exchange of complex information with various stakeholders, potentially guiding and influencing others to achieve desired outcomes

HR Operations & Advisory

• Strategic HR Guidance:

  Provide initial, strategic advice and support to managers and employees on complex HR policies, procedures, and relevant legislation, proactively identifying and escalating high-risk issues to the HRBP for specialized intervention.

• Documentation & Compliance Excellence:

  Oversee the meticulous preparation of critical employment-related documentation, including employment change letters and disciplinary communications, ensuring absolute accuracy and compliance with evolving legal frameworks.

• Cross-Functional HR Integration:

  Act as a central liaison with key internal stakeholders (e.g., IT, Payroll) to ensure seamless integration and accurate data flow for new hires, employment changes, and separations, optimizing operational efficiency.

• HRIS & Data Integrity Stewardship:

  Lead the accurate and timely maintenance and entry of critical HR and Payroll information into HRIS systems (e.g., PayGlobal & Dayforce), strictly adhering to rigorous auditing procedures to uphold data integrity and support robust HR analytics.

• Contract Lifecycle Management:

  Ensure the flawless production and legal compliance of routine employment contracts, proactively incorporating the latest legislative requirements to mitigate organizational risk.

• Comprehensive HR Records Management:

  Establish and maintain robust systems for all HR records, forms, files, databases, and templates, ensuring accessibility, confidentiality, and compliance.

• Strategic Project Enablement:

  Provide critical logistical and administrative support to HR projects and strategic initiatives, directly contributing to their successful implementation and the achievement of HR objectives.

• Collaborative HR Ecosystem Engagement:

  Actively foster synergistic relationships with the broader HR ecosystem, including Talent Acquisition, Learning & Development, and HR Shared Services, to facilitate integrated HR solutions and knowledge sharing.

First-Level Strategic Employee & Manager Support

• Frontline HR Advocacy:

  Serve as the primary strategic point of contact for managers and employees, proactively addressing inquiries related to HR policies, procedures, and routine HR scenarios (e.g., performance management guidance, leave policy interpretation, foundational payroll queries), ensuring consistent application of HR principles.

• Empowering Self-Service & Targeted Referrals:

  Strategically guide employees and managers to leverage self-service resources while skillfully triaging and directing complex or sensitive issues to the appropriate HRBP or Centers of Excellence (e.g., HR Shared Services, Payroll, L&D) for specialized support, optimizing resource utilization.

• Policy & Process Clarification:

  Proactively clarify intricate HR processes and policy guidelines, enhancing organizational understanding and compliance across all levels.

• Strategic HR Communications:

  Contribute to proactive and impactful HR communication strategies by drafting routine HR announcements or informational materials that enhance employee engagement and understanding.

Data Management & Reporting for Strategic Insights

• Data Aggregation for Strategic Analysis:

  Strategically assists HRBPs in the comprehensive gathering and compilation of critical HR data from diverse HR systems, laying the groundwork for insightful analysis and data-driven decision-making.

• Actionable Reporting Development:

  Support the creation of foundational HR reports and dashboards under the guidance of HRBPs, contributing to the visualization of key HR metrics and trends.

• Data Governance & Integrity:

  Champion data accuracy and integrity within HR systems for all relevant employee information, ensuring the reliability of HR analytics and reporting.

• Exit Insights & Remediation Support:

  Strategically manage the exit interview register and facilitate essential liaison with managers and HRBPs, contributing to the identification of actionable insights and supporting targeted retention initiatives.

HR Governance, Insights, and Project Leadership

• Policy Resolution & Feedback Loop:

  Strategically support the resolution of complex policy-related matters by assisting with investigations and analyzing feedback, contributing to continuous improvement in HR governance.

• Data-Driven HR Insights:

  Play a key role in delivering actionable HR insights through meticulous data reporting, directly contributing to strategic HR initiatives focused on enhancing employee engagement and bolstering talent retention.

• Project Enablement:

  Act as a vital enabler for various HR projects, providing essential support to ensure their successful execution and alignment with organizational goals.

Strategic Onboarding & Offboarding Facilitation

• Strategic HRBP Induction:

  Conduct comprehensive HRBP induction programs, ensuring new HRBPs are strategically aligned with organizational culture, processes, and objectives.

• Seamless Transition Management:

  Provide essential support for the strategic logistical aspects of both onboarding and offboarding processes, ensuring seamless transitions for employees and maintaining compliance standards.

Knowledge, Skills, and Experience

• Proven Experience: A minimum of 6 years of experience in an HR service delivery role or , with a strong preference for experience within a large or complex organizational environment.

• Educational Background: A relevant Diploma or masters degree in Human Resources, Psychology, or a related discipline is highly preferred.

• Communication Mastery: Demonstrated high level of written and spoken communication skills in English, enabling effective interaction with all levels of the organization.

• Technical Proficiency: Sound numeracy and IT ability, including proven proficiency in Google Suite.

• HRIS Acumen: Experience with Human Resources Information Systems (HRIS) such such as Pay Global, Dayforce, ADP, SAP, Workday, and Oracle is a significant plus.

• Relationship Building: Proven ability to establish and maintain strong, collaborative relationships with key stakeholders across various departments.

• HR Domain Expertise: A solid understanding of core HR processes and principles, coupled with fundamental knowledge of the industrial relations framework and relevant employment law.

Strategic HR Key Performance Indicators (KPIs

These KPIs are designed to measure the strategic impact of HR on business objectives, moving beyond transactional activities to focus on outcomes that drive organizational success.

Stakeholder Engagement & Influence:

Employee Engagement & Retention:

Effective HR Business Partnering:

Quality Delivery of HR Projects & Initiatives: