شریک تجاری منابع انسانی

Job Description

● Understand employee opinions and anticipate their needs and concerns, own and manage the relationships with several client group business leaders. ● Provide expert coaching and advice to employees where appropriate, support employees in understanding their potential and development opportunities. ● Lead mobilization of functional leadership team dynamics - work to improve performance of the team and develop solutions to improve communication and engagement within the function. ● Use HR knowledge and engagement and effective performance management practices to provide HR solutions for employees and the business. ● Observe and evaluate the environment to improve HR policies and initiatives to enhance employee experience and overall business performance. ● Serve as a trusted partner to departmental units in all areas of HR including position management, compensation and classification, talent and performance management, recruitment and selection, training and development, succession planning, and employee relations. ● Work closely with the VP of Human Resources and other HRBPs to develop corporate human resources programs and initiatives that strengthen the HR foundation and infrastructure. ● Project management/team involvement in new programs such as HR solution analysis, selection, and implementation, policy development, compensation strategy and structure, HR newsletters/communication pieces, employer marketing/branding initiatives, etc. ● Ensure that talent acquisition standards are maintained at the highest practicable level and are professional and rigorous. ● Coordinate performance management of employees including but not limited to job description formulation. ● Implement performance appraisals, training, and feedback across the region in line with regional/global HR standards. ● Drive best practices and act as counsel to management on all issues of employee performance. ● Ensure up-to-date employment policy in line with local legislation ● Complete HR operational requirements by following up on work results. ● Conduct regular reviews on human resources and administrative procedures. ● Provide the director with sound and effective advice on all staff issues and support line managers on employee relations, conflict resolution, performance, motivation, and contribution of staff. ● Respond to employee relations issues, such as employee complaints. ● Stay abreast of market data for salaries to assist with salary planning and benchmarking for new roles. ● Focus on the continuous improvement of HR processes and procedures. ● Improve professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal/professional networks; participating in professional societies. ● HR annual planning. ● Succession planning and career planning. ● Conducting recognition program. ● Provide HR-related reports and updates. ● Analyze HR-related business trends and metrics. ● Analyze competitors and market trends. ● Conduct weekly meetings with respective BU.