Summary

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated departments/sections.

Responsibilities

Principal Activities:

General

• Builds strong business relationships with people at all levels
• Maintain a Healthy Organization by monitoring and measuring various indices such as absenteeism, production efficiency, accident indices, and labor turnover and compare indices to industry benchmarks
• Analyze data trends and metrics to inform business decisions
• Consulting with line management and providing HR guidance
• Take a lead on HR initiatives, i.e. performance management process, succession planning, employee relations, employee development and any other HR initiative as advised from time to time
• HR Business Partner provides guidance and input on workforce planning, department restructuring, and succession planning, ensuring that core HR processes are applied appropriately and legally.

Performance Management

• Acts as the performance improvement driver and provokes positive changes in people management.
• Managing appraisal process and appraisal analysis, calibration and producing relevant reports
• Working with management to review and take appropriate action on employees who are not achieving the performance levels required.
• Implement succession plans for key job positions
• Identifies employee readiness for promotion and rotates best talents across different functions in the organization.
• Identifies and prepares development plans for the key positions

Talent management

• Recruit, retain, and develop the most talented and superior employees
• Support current and future business needs through the development, engagement, motivation, and preservation of human capital

Onboarding and Off boarding

• Conform with company and Group procedure in the process of onboarding and off boarding
• Ensure staff file is complete and all relevant documents are filed

 Training and Development

• Identifying training and development needs within an organization through job analysis, appraisal schemes, and regular consultation with Heads of Department
• Designing training and development programs based on the needs of the organization and the individual.
• Developing effective induction programs and ensuring departmental inductions for new staff are conducted within the time frame.
• Follow up on new staff probation period reviews and ensure they are completed promptly in compliance with recruitment policy.
• Working with Heads of departments producing training materials for in-house courses.
• Monitoring and reviewing the progress of trainees through questionnaires and discussions with managers.
• Ensuring that statutory training requirements are met;
• Evaluating training and development programs from time to time amending and revising programs as necessary, to adapt to changes occurring in the work environment.

Employee Relations and Compliance

• Developing and sustaining an enabling work environment for staff, implementation of staff recognition, disciplinary, and grievance handling policies and procedures.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

Reporting

• Do a monthly report on various HR KPI.

Education and Qualifications

• Bachelor’s degree in Human Resource Management, Law, or a related field.

 

Requirements

• 4 to 5 years minimum in Human Resources function.
• Strong track record of developing and implementing policy, experienced in implementing HR strategy.
• Experience of working in partnership with a range of stakeholders including managers, trade unions, employees, and external partners.
• Experience in managing and improving employee relations in a unionized environment.  Experience in managing conflict and sensitive issues and achieving positive outcomes.
• Experience in developing and managing change projects and programs.
• Experience in developing workforce plans that reflect organizational/departmental needs.
• Experience in leading and shaping work with others from different professional backgrounds to achieve organizational priorities.
• Ability to work on own initiative, prioritize work to deadlines and pay attention to details.
• Skilled analytical thinker with the ability to critically assess requirements and select a ‘best-fit approach to meeting HR needs.
• Able to challenge and influence others, including more senior colleagues and stakeholders, to ensure that the right outcomes are achieved.
• Knowledge of Labour laws and HR best practices Mandatory Professional Training
• HSSE Training

Reporting To

Country HR Manager