Human Resources Business Partner (based in Prai)

Primary Duties & Responsibilities

A) REQUIREMENTS:

• Bachelor Degree in Human Resources Management, Social Sciences, Business Administration, Science or equivalent with minimum 5 years of experience in the HR Business Partner role.
• Demonstrated successful experience in the various HR functional areas aligned to the specific HR Business Partner role/client group, especially organization development, change management, and employee relations.
• A deep knowledge of HR programs and practices, including applicable state and federal employment laws and regulations.
• Possesses deep business acumen; they must understand the company and its challenges to help address the organization and talent needs.
• Able to work at all levels of the HR “stack” — strategic, operational, and tactical, influence effectively across all levels of a company, and navigate through ambiguity, recognizing when it is appropriate to introduce more structure and process without derailing current production.
• Sets and aligns the global talent strategy with the company's business priorities to drive results, defines and drives the delivery of talent processes and programs, and actively participates in the functional leadership teams as a partner to the business.
• Good interpersonal and networking skills, creative, motivated, committed and able to work independently with high level of personal integrity, professionalism, diplomacy and able to meet tight deadlines.

B) RESPONSIBILITIES:

• Bridge the gap between HR and the core business, ensuring that HR strategies and practices are closely aligned with business objectives.
• Consulting with line management, analyzing HR metrics, resolving employee relations issues, improving work relationships and productivity, and suggesting HR strategies.
• Conducting regular meetings with business leaders, offering HR advice when needed. Staying updated on employment laws and regulations and providing guidance to ensure compliance.
• Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development.
• Participate in the continual development of HR programs and educate team members, on recruiting, retention, compensation, benefits, performance feedback, performance calibration, and career transitions and Learning & Development.