Description:
The HR Business Partners (or HRBP for short) help align Link’s people strategy with its business strategy. They are not only an administrative expert and a people champion, but also a change agent and a strategic partner for the business. Together with the line Regional Managing Directors and their management team, the HRBP works on setting priorities, driving values, and delivering business results.
Responsibilities
Help Their RMD And Team To Become Future-ready By Focusing On The Existing Workforce In The Organization And Prepare Them For The Future. Areas That They Will Need To Work On Include:
- Reskilling and upskilling: identify training needs and assist in the learning and development as well as aligning training with business objectives.
- Strategic workforce planning: ensure the region has the right size, shape, cost, and agility for the future.
- Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.
- Coaching and consulting leadership about HR matters
Have a clear understanding of the way current and future challenges affect the people within the region and provide effective advice and coaching to key stakeholders.
The role is that of an advisor and consultant and not the one who takes care of everything ensuring that the leadership team is empowered to handle any people matters in their region.
- Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary.
- Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
- Provide guidance on the creation and implementation of HR processes and policies.
- Building a competitive organization
An HRBP helps their team win clients and acquire and retain the best talent.
An Important Role Is To Make Sure That The Management Team Can Strategize, Train And Adapt And The Responsibilities Will Include:
- Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.).
- Helping line managers deal with organizational, people, and change-related issues.
- Optimizing organizational design to increase productivity and improve performance of the business.
The role is also crucial in ensuring that the business can attract and retain the best talent by:
- Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies.
- Developing or assisting in developing a future-proof compensation and benefits strategy.
- Implementing reward and recognition interventions to increase bottom-line results and employee engagement.
- Being a company culture and employee experience champion
Helping Build And Maintain a Strong Organizational Culture, As Well As Continuously Improving The Employee Experience, Is a Core Responsibility Of HRBPs:
- Provide advice and suggestions for culture-related initiatives, such as cultural transformation.
- Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.
- Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover.
- Reporting and budget
- To provide monthly HR reports on key issues/challenges within the region for the Link Board.
- To monitor and report on the performance against TEC budget highlighting and commenting on variances.
- To ensure payrolls are processed in a timely and accurate manner.