HRBP

The HR Business Partner (HRBP) plays a critical strategic role in aligning HR initiatives with business objectives. This individual serves as a consultant and advisor to business leaders, providing expertise and support across a broad range of HR functions. The HRBP will champion a positive work environment and foster a strong culture of employee engagement, driving organizational effectiveness and growth.

ESSENTIAL DUTIES & RESPONSIBILITIES

Strategic Partnership

- Partner with business leaders to understand their strategic objectives challenges, and opportunities.

- Translate business needs into actionable HR strategies and initiatives.

- Proactively identify and address HR-related concerns within assigned business units.

- Build strong relationships with business leaders, managers, and employees to foster trust and collaboration.

Talent Management & Acquisition:

- Collaborate with hiring managers to identify talent needs and develop targeted recruitment strategies.

- Support the recruitment, selection, and onboarding of top talent.

- Facilitate succession planning and leadership development initiatives.

Performance Management & Development

- Implement performance management systems aligned with business goals.

- Partner with managers to set clear performance expectations and provide ongoing feedback to employees.

- Identify and address performance gaps.

Employee Relations & Engagement

- Proactively address employee concerns, grievances, and conflicts.

- Facilitate fair and effective resolution processes.

- Develop and implement programs that foster employee engagement and build a positive work environment.

- Champion diversity, equity, and inclusion initiatives.

Change Management & Organizational Development:

- Develop and implement change management strategies to support organizational changes.

- Facilitate organizational development activities to improve organizational effectiveness and culture.

HR Metrics & Analytics:

-Track and analyze key HR metrics to measure the effectiveness of HR programs and initiatives.

- Generate reports and insights to inform HR strategy and decision-making.

Compliance & Risk Management:

- Advise business leaders on HR compliance issues.

- Implement processes to mitigate HR-related risks.

Others as might be assigned by the Operations Director

MINIMUM QUALIFICATIONS

1. Education

                  University Degree, Major in Human Resources, or in related fields

1. Experience

                  Minimum 4 years HR experience, of which, at least 3 years at supervisor level

1. Skills and Abilities

• Excellent Written and Spoken English
• Rich in Human Resources knowledge
• Good communication and coordination skills
• Interview and screening skills
• Strong leadership, management, communication skills are compulsory.
• Skilled in delivering training
• Work Hands-on
• Results oriented
• Highly capable of identifying problems and solving problems.
• Very proactive and energetic.
• Systematic, methodical, detailed, thorough, transparent.
• Positive, enthusiastic, creative, embrace changes, performs under pressure
• Work well in a team-based environment.
• Skilled in Computer Operation ( MSOffice, Windows, Word, Excel, PowerPoint etc)

MENTAL & PHYSICAL DEMANDS/WORKING CONDITIONS

1. Mental Effort

• Ability of working under pressure
• Ability to solve problems and make decision in short period.

1. Working Conditions

         Office and manufacturing facility environment