Business Human Resource Manager

Role & responsibilities

1. Strategic Partnership:

• Develop a deep understanding of business objectives and proactively partner with senior management to align HR strategies with organizational goals.
• Provide strategic guidance and support to business leaders on workforce planning, talent management, and organizational development.

2. Employee Relations:

• Serve as a primary point of contact for employee relations matters, providing guidance, coaching, and support to managers and employees.
• Conduct investigations into employee complaints or concerns and recommend appropriate actions to address issues while ensuring compliance with company policies and regulations.

3. Talent Acquisition and Management:

• Collaborate with Talent Acquisition team to develop and implement effective recruitment strategies to attract top talent.
• Work with business leaders to identify talent gaps, develop succession plans, and implement strategies for talent development and retention.

4. Performance Management:

• Support performance management processes by providing guidance to managers on setting goals, conducting performance evaluations, and addressing performance issues.
• Identify opportunities to improve performance management practices and implement solutions to enhance employee performance and productivity.

5. Learning and Development:

• Partner with Learning and Development team to identify training needs and develop learning initiatives that align with business objectives.
• Facilitate leadership development programs, workshops, and training sessions to enhance employee skills and capabilities.

6. Change Management:

• Lead change management initiatives to support organizational change efforts, including restructuring, mergers, acquisitions, and process improvements.
• Help employees and managers navigate change by providing communication, training, and support throughout the change process.

7. Employee Engagement and Culture:

• Drive initiatives to foster a positive work environment, enhance employee engagement, and promote a strong organizational culture.
• Implement employee engagement surveys, analyze results, and develop action plans to address areas of improvement.