Human Resources Business Partner (8-10 yrs)

Position:- HR- Business- Partner.

Number- of- Positions:- 01.

Experience:- 8+Years.

About the Role: We are seeking an experienced HR Business Partner- to- drive- strategic- HR- initiatives and support- our- organizational- goals.

- The- ideal- candidate- will- have- a- deep- understanding- of- business- strategy,- strong- expertise- in- employee- relations,- performance- management,- talent- acquisition,- and- training- development.

- You- will- act- as- a- crucial- link- between- the- team- and- HR,- ensuring- that- HR- services- align- with- business- needs- and- drive- organizational- success.

Key- Responsibilities:.

Strategic- Partnership:

- Develop- a- comprehensive- understanding- of- business- goals- and- align- HR- strategies- to- support- these- objectives.

- Provide- strategic- consulting- to- leadership- on- key- organizational- and- management- issues.

- Serve- as- the- liaison- between- the- team- and- HR,- ensuring- that- HR- services- meet- business- requirements.

- Implement- effective- workforce- planning- strategies- to- support- growth- and- development.

Employee Relations:

- Address- employee- concerns- and- complaints- promptly- and- effectively.

- Conduct- objective- investigations- into- employee- relations- issues,- ensuring- adherence- to- company- policies- and- legal- requirements.

- Develop- and- implement- programs- to- enhance- workplace- relationships- and- foster- a- positive- environment.

- Mediate- and- resolve- conflicts- between- employees- and- management,- ensuring- fair- treatment.

Performance- Management:

- Lead- the- performance- appraisal- process,- including- developing- performance- improvement- plans- and- coaching- managers- on- performance- management- techniques.

- Support- managers- in- identifying- performance- gaps- and- developing- strategies- to- address- them.

- Analyze- performance- data- to- identify- trends- and- areas- for- improvement.

- Ensure- consistent- application- of- performance- evaluation- criteria- and- rating- scales.

Talent- Acquisition- and- Management:

- Collaborate- with- the- recruitment- team- to- create- and- execute- effective- talent- acquisition- strategies.

- Work- with- managers- to- identify- staffing- needs- and- develop- job- descriptions.

- Oversee- the- onboarding- process- to- ensure- new- hires- transition- smoothly- and- integrate- effectively- into- the- company- culture.

Training- and- Development:

- Evaluate- training- programs- and- modify- them- to- meet- organizational- goals.

- Support- managers- in- creating- individual- development- plans- (IDPs)- for- their- team- members.

Compliance- and- Reporting:.

- Ensure- HR- practices- comply- with- local- labor- laws- and- regulations.

- Stay- current- with- labor- law- changes- and- advise- management- on- necessary- policy- adjustments.

- Prepare- and- present- HR- metrics- and- reports,- offering- insights- and- recommendations- based- on- data- analysis.

Change Management:.

- Lead- HR related- change- management- initiatives,- including- organizational- restructuring,- culture- change,- and- process- improvements.

- Support- employees- and- managers- through- periods- of- change,- providing- guidance- and- resources.

- Develop- communication- plans- to- keep- employees- informed- and- engaged- during- changes.

- Monitor- and- adjust- strategies- to- ensure- successful- outcomes- from- change- initiatives.

Employee- Engagement:.

- Organize- and- oversee- employee- engagement- activities- and- events.

- Support- initiatives- to- boost- workplace- morale- and- enhance- employee- satisfaction.