Assistant Manager

ESSENTIAL DUTIES AND RESPONSIBILITIES

• The Lead / AM HR Business Partner is responsible for proactively supporting all aspects of strategic and tactical HR support. This includes providing strategic and operational HR advice, coaching, development and support to the functional businesses; acting as the single point of contact for the leaders; and serving as a point of contact for all people related issues
• The Lead HR Business Partner will have responsibilities covering a broad spectrum of HR activities such as employee relations, performance management, advice related to policies/processes, career development, coaching, talent management and change management
• Resolve complex employee relations issues and address grievances
• Work closely with management and employees to improve work relationships, build morale and increase productivity and retention
• Provide HR policy guidance Monitor and report on workforce and succession planning
• Identify training needs for teams and individuals and evaluate training programs
• Coaching and mentoring junior team members and HR line managers
• Supporting line managers across the business on organizational structure and design

Competencies:

• Strong analytical and problem-solving skills. Good knowledge of HR-related metrics and leveraging data-driven insights.
• Ability to collaborate with and outside the function to drive results.
• Business Acumen - An ability to understand the business metrics / key drivers to drive appropriate decisions / actions that lead to business results.
• Highly proficient with Microsoft Suite, particularly Excel, Word & PowerPoint.
• Critical evaluation
• Consultation
• Data oriented and results driven
• Organization and Multi-tasking-Ability to manage multiple projects with day to day
• Strong collaborator Ability to collaborate and operate in a "one team" environment across all levels of the organization.
• Strategic acumen – Ability to drive People strategy in appropriate ways at all levels of the organization. Partner with leaders to implement solutions that solve complex business challenges.
• Financial acumen – Understand the financial implications of People-based decisions and integrate into required staffing, workforce planning, compensation, and mobility programs.

HR acumen – Familiar with standard People plan components including organizational design,