HR Business Partner

Job Description

The HR business partner is the go-to person for all human capital-related issues. This means that HR business partner duties will involve managing activities such as job design, recruitment, employee relations, performance management, training and development, organizational structure, and talent management. The job of an HR business partner is important to business success. People are our most important value and he/she will be the ones to ensure we have a happy and productive workplace where everyone works to realize our established mission and objectives. Promoting company values and shaping a positive culture is a vital aspect of a complete HR business partner job description and specification. He/she is one of the major bases for value and all layers of culture in the company. She/he should help the company to provide the best configuration of the balance of all stakeholders’ gains, and advantages across all costs in order to be more innovative, and constituting to the company's growth. Responsibilities: ● Develop and implement HR strategies and aligned them with the overall business strategy. ● Manage the recruitment and selection process to ensure find out the exact need of our team, find the proper colleague, and get them on our boat. ● Oversee, manage, and improve a performance development system that drives high performance as well as educates leaders to implement them. ● Report to board and management, and provide decision support through HR metrics. ● Implement proper HR procedures to ensure colleagues and teammates are in an appropriate working and living situation. ● Ensure that HR administrative jobs are going well and make the process as smooth as possible, as well as people management, employee records, and employee. ● Design and propose the company’s compensation program to ensure all the stakeholders of the company win based on their assets and throughputs. ● Employee onboarding, development, needs assessment, and training to ensure people in the company are growing and developing by the pace that the whole company is growing and beyond, off-boarding. ● Continuous improvement of the company’s organizational structures to meet the necessities. ● Provide other leaders when complex, specialized, and sensitive questions and issues arise or even on demand to ensure that they are leading their team in a way that serves our integration of culture and HR perspective. ● Support current and future business needs through the development, engagement, and motivation of human capital. ● Responsible for the HR, culture, and performance issues even to board members. ● Develop and report the proper dashboard to monitor real-time and periodical metrics. ● Research and analyze good teams in order to find best practices in teams and share them with others. ● Employees' promotion plans and career path satisfaction for everyone in the company. ● Develop a proper HR team structure to cover all HR issues in the company.