Lead - People Success Partner

Job Summary:

The position is responsible for aligning business objectives with employees and managementin designated business units. The position formulates partnerships across the HR function todeliver value-added services to management and employees that reflect the businessobjectives of the organization.

The HRBP maintains an effective level of business literacyabout the business units financial position, its midrange plans, its culture, and its competition

Core Responsibilities

• Leading the peoples plans covering Talent Development Talent Retention.
• Ensure a high level of organizational effectiveness through ongoing performancemanagement, organizational design, analysis and change management, talentassessment, leadership development, and succession planning.
• As a Lead/Manager - HR Business Partner, you will be responsible for helping todevelop, motivate and retain the team at Regalix. This position is a key strategic role inthe company helping to grow the business and allowing us to build a unique andstrong people-oriented culture.
• Drive Performance Management processes across levels and establish performance-based reward systems by providing inputs and actions on significant business cyclessuch as Workforce planning, salary planning, and organization budgeting for growthand expansion.

The Responsibilities include:

• Supporting the Senior Leadership in the creation and development of the Peoplestrategy.
• Driving employee engagement. (Knowledge sharing, Team building activities etc.)
• Contributing to long-term goals around business and people development, includingsuccession planning, training and leadership development.
• Conductsweekly/monthly/quarterlymeetings with respective business units.
• Analyzes trends and metrics in partnership with the HR group to develop solutions,programs and policies.
• Manages and resolves complex employee relations issues. Conducts
• effective,thorough and objective investigations.
• 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.
• Provides day-to-day performance management guidance to line management
• (e.g.,coaching, counseling, career development, disciplinary actions).
• Provides guidance and input on business unit restructure, workforce planning andsuccession planning
• Participates in evaluation and monitoring of Learning and development and coachingprograms to ensure success.
• Follow up to ensure training objectives are met.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable
• laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization s hierarchy, jobs,qualifications, compensation practices, and the administrative practices related tothose factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.