Human Resources Business Partner

HR Business Partner provides proactive HR advice, solutions, and guidance to Executives, Leadership Team, and colleagues at all levels within the designated Business Units. Job Responsibilities Strategic:

1. Participate together with the heads of business units/department heads in defining the annual Human Resources strategic plans and budgets in areas of organizational design, corporate culture, performance management, manpower and succession planning, and employee engagement for respective client base.
2. Monitor implementation of the annual HR strategic plans of respective business units and measure achievements of results against budgets and objectives, taking corrective measures as appropriate.

1. Drive the manpower planning process and ensure adherence to the manpower budgets and appropriate staffing levels.
2. Participate in the Talent Acquisition activities by participating in the interviewing sessions together with the business as per the authority matrix.
3. Follow up with the Talent Acquisition team to secure timely joining of new employees and ensure smooth onboarding of new employees and conduct orientation meetings with senior leadership positions.
4. Enhance the culture of performance and recommend improvement initiatives to maximize employee productivity in the assigned business units.
5. Oversee the process of performance appraisal and Individual Development Plans and communicate to the Training Center/Talent Management for the execution of the IDP in compliance with the policies.
6. Drive the Succession Planning process as per policy and monitor the execution of IDPs for nominated successors.
7. Review employee disciplinary requests, employee grievances, and coordinate investigations with the Legal department.
8. Conduct exit interviews, recommend and implement retention strategies.
9. Review promotion requests and Additional Hire requests ensuring alignment with HR Policy and secure necessary approvals and follow up on implementation through designated systems.
10. Facilitate all employee movements in terms of inter and intra-company transfers.
11. Conduct job analysis in coordination with the job incumbent/Manager; write and update Job Descriptions and prepare and update Organization Charts.
12. Identify gaps in terms of compensation and benefits and recommend solutions.
13. Participate in the implementation of compensation and benefits programs.
14. Oversee the Employee Engagement surveys and participate in the interpretation and identification of areas for improvement.
15. Prepare Action Plans based on Employee Engagement Survey findings in coordination with the business with continuous follow-up on implementation.
16. Ensure compliance with HR Policies and Procedures.
17. Coach and advise Managers and staff on HR Processes, Policies, and HR Best practices and act as a change agent for all HR programs.
18. Conduct periodic awareness sessions with the business to streamline process execution at all levels.
19. Prepare HR metrics and provide HR reports to the business units, identify areas for improvement and set and follow up on action plans.
20. Maintain the required data on designated systems for execution of all HR workflows and modules.
21. Participate in all HR projects for workflow design/s, testing phases, and data preparation/validation activities.
22. Propose and design Career Ladders in coordination with the Compensation & Benefits team ensuring proper approvals and implementation.
23. Establish the best possible professional relationship with the designated business department(s) and an effective level of business literacy for better understanding of their business to support them in achieving their goals.
24. Enhance brand awareness of HR services as a Center of Excellence.