HR Business Partner

The HR Business Partner is responsible for enabling HR processes and objectives with employees and management in designated business units/ practices. The position is a blend of operational deliverables, quality projects and partnerships with business and other support functions, in order to deliver value-added service to management and employees as per the company's guidelines, regulations and objectives

People Practices/ EE Experience
- Leads autonomously HR processes for allocated practices/ accounts (performance calibration, promotions/ progressions, employees queries, etc.) and is SOPC for service lines/ practice/ accounts. Provides timely information and/or education to employees and people managers of company on HR practices and policies.
- Collates feedback via SKIP level sessions, NMAs, FGDs, 1:1s, exit interviews, HR Unplugged and proactively proposes improvement measures. Ensures a regular follow up to action plans agreed with managers as a result of the above sessions and brings visibility to L2 on those.
- Analyzes and interprets various types of employee reports from Power BI & other tools (e.g. employees satisfaction, attrition %, exit data etc.) to guide business on decision making. Coaches people managers on available tools and solutions on issues.

Leadership of the Future
- Partners with people managers via planned calendar in order to cascade and coach on HR policies and people practices that support the day-to-day business. Provide HR expertise in the areas such as feedback, employee relations, development and legal.
- Educates team leaders/ managers on engagement initiatives, R&R, performance feedback, performance calibration, career changes (including internal recruitment) and employee engagement. Challenge when necessary.

Enabler for Business Talent Ownership
- Educates, coaches, and partners with managers on employee development goals and EES plans. Support leaders to create plans and follow them up.
- Participates in/ lead the continuous development of HR programs, such as retention, quality projects, etc.
- Actively gets involved in business dynamics (ramp-ups & downs) and ensure legal flawless execution.
- Ensures a correct level of communication to HR management and relevant stakeholders.

Transforming Ways of Working
- Partners with other enabling functions to complement on value-added programs in areas of recruitment, HR process improvement, training, career development, mobility, and job performance.
- Assesses, proposes and leads projects of processes/ policies improvement based on feedback from managers and employees in order to accelerate a culture of performance and excellence in which employees are central, and feel engaged & inspired to deliver and go the extra mile.