Manager – HR (HR Business Partner)

Role Purpose

The HR Business Partner is responsible in partnering with line management and providing consultation in the areas of Employee and Industrial Relations, Organizational Design, Employee Development, Performance Management, Compensation, Recruitment, Talent and Succession Planning and other areas as required by the Business for HR Value creation.

Key Activities:

Intercompany

· Acts as business partner/consultant providing advice in different HR disciplines

· Provides ground level input on operational and business needs for the development of Global HR strategies and initiatives.

· Help to execute the recruitment strategy and onboarding initiatives.

· Support to execute Employee development strategies to enable succession and Role readiness.

· Supports change initiatives and acts as change agent

· Gather valuable inputs for decision making and planning from all Employee touchpoints.

· Understand and help to drive organizational interventions to establish and enhance organizational culture and values.

· Provides HR services and consultation to support the business strategy and needs especially in handling IR/ ER

· Facilitate initiatives and interventions to develop leadership and Management.

Overall Goals (Intercompany)

· HR is recognized as an effective business partner by respective business organization/department

· HR support and initiatives are coordinated in line with business needs

· MyTalentWorld process executed, succession planning, career development tracking for Talents being identified in place

· Staff attrition and promotion rates

· Change initiatives implemented effectively

· Consistent and optimal structures are in place

· Organizational culture and values supported

· Employee Satisfaction (EOS results)

· Direct customer feedback

Stakeholder

• Management team
• Departments in/out of scope of own responsibility
• Other HR functions (regional/global/ corporate)
• External Vendors/Suppliers

Overall Goals (Stakeholder)

· Company strategy and business goals are supported from HR perspective

· Effective partnerships with respective global/corporate functions established and maintained

· Effective partnerships with external supplier established and maintained

Process

• Actively promotes the exchange and adoption of HR best practices within own area of responsibility and in the organization
• Keeps up-to-date with latest development in HR industry and labor legislation
• Ensures awareness and compliance with company policies and procedures and respective legal requirements and regulations

Overall Goals (Process)

• Strong Team Work Approach
• Internal policies and procedures are up-to-date and complied with labor and other legislation
• Overall awareness and compliance with internal rules
• Global understanding of specific local industrial and cultural environment

People Management

• Acts as a consultant/coach to line managers and employees

Overall Goals (People Management)

• Employee Satisfaction
• Effective adherence to all statutory requirements includes but not limit to IR & EA etc.