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Business Partnering
- Collaborate with the Lead– HRBP to execute strategic plans for effective internal stakeholder communications, engagement initiatives, and project strategies aligned with the company's vision and goals.
- Execute strategic plans for talent acquisition, retention, and development specific to the business supported to ensure alignment with organizational objectives.
- Work closely with the business teams to understand their business needs and provide HR solutions that support operational efficiency and effectiveness.
- Execution of HR strategies and tactics for the business supported, using data analytics to maximize workforce productivity and achieve budget targets.
- Implement workforce planning strategies to address current and future talent needs in the business supported.
Employee Relations and Engagement
- Foster a positive employee relations environment within the business supported, assisting resolution of employee concerns, conflicts, and grievances.
- Develop and implement employee engagement initiatives to enhance the overall employee experience.
Talent Management
- Collaborate with Lead- HRBP to identify key talents, high-potential employees, and succession planning strategies.
- Implement talent development programs to ensure a continuous pipeline of skilled and engaged employees in the business supported.
Compliance and Policy Adherence
- Ensure compliance with HR policies, procedures, and legal requirements within the business.
- Provide guidance to business leaders on HR-related compliance matters and best practices.
Employee Engagement Initiatives
- Assist in driving engagement strategies and initiatives, supporting culture building within the business unit.
- Collaborate with managers to create a positive work environment where employees feel valued, supported, and motivated.
HR Service Delivery
- Coordinate with local HR service delivery to ensure compliance, risk mitigation, and operational efficiency within the business unit.
- Facilitate HR communications and provide support for escalated employee inquiries, offering feedback on HR policies, processes, and programs to enhance overall effectiveness.
Performance Management
- Assist in driving the Performance Management System (PMS) processes, ensuring adherence to timelines and handling grievances related to performance ratings.
Learning and Development
- Collaborate with Learning & Development Teams to communicate business-specific training requirements and support people development across functions.
Change Management
- Support organizational change initiatives, providing guidance and support to employees during transitions.
- Assist in implementing restructuring plans as needed to optimize organizational efficiency and effectiveness.
Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.
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