Human Resources Business Partner

Job Description

In contact with the subsidiary company: Understanding the current needs and conditions of the subsidiary company: ● Collaborate with the senior managers of the subsidiary company to understand the current conditions of human resources, recruitment, and training needs. ● Manage the human resources team of the subsidiary company, if any, in the field of recruitment and training. Interaction with the headquarters team to specify the exact services of the headquarters to the subsidiary company: ● Check the services that can be provided by the headquarters in meeting the needs of the subsidiary company in the field of recruitment and training. ● Manage the implementation of recruitment and training projects related to the subsidiary company in cooperation with the headquarters. Collaboration in the process of recruitment and team building in the company (sourcing and assessing): ● Collaborate in recruiting and evaluating job candidates in the subsidiary company in interaction with the headquarters experts or human resources experts of the subsidiary company. Onboarding section: Process design at the headquarters level: ● Establish the framework, specifying goals and expectations and explaining the dos and don'ts of onboarding in the entire organization. ● Collaborate in the design of the comprehensive onboarding program of the new employees along with the headquarters organization design expert. ● Customize the comprehensive onboarding program for the subsidiaries, taking into account the special conditions of each company. Implementing a comprehensive onboarding program in the headquarters and selected subsidiaries: Preparation of basic infrastructure: ● Following up on the preparation of the basic infrastructure for the presence of the workforce, including signing the contract, day and time of attendance, room and workplace, introduction to the team, welcome package, general introduction meeting, and familiarization with the company environment. ● Explaining technical and behavioral performance evaluation indicators and implementing the evaluation process. ● Accurately specifying technical performance evaluation indicators and behavioral characteristics along with the hiring manager and recruitment experts and finding out the issues that are not completely clear in the recruitment and hiring process and its evaluation requires attending the trial period. Attending the process of evaluating the technical and behavioral performance of the trial workforce and receiving feedback. Deciding on the continuation of cooperation: ● Attending the final meetings to extend the contract or end the cooperation and provide evaluation reports on the performance of the trial period in order to make the right decision. ● Salary: 14 to 18 million Tomans per month (up to 20 million Tomans net per month after the training period).