Talent Acquisition & HRBP

Job Summary:

We are looking for an experienced and versatile HR professional with 3-4 years of hands-on experience in both Talent Acquisition and HR Business Partner (HRBP) activities. This dual-role position will be responsible for managing the recruitment process while also providing HR support to business units to align people strategy with organizational goals. The ideal candidate will have the ability to balance recruitment efforts with strategic HRBP activities, including employee relations, performance management, and employee development, ensuring that the company attracts, retains, and develops top talent in a supportive and high-performance culture.

Key Responsibilities:

Talent Acquisition:

• Manage end-to-end recruitment processes for a variety of roles across the business, from job postings to interviews and candidate selection.
• Develop and maintain a strong talent pipeline through proactive sourcing, networking, and employer branding activities.
• Partner with hiring managers to understand hiring needs, job requirements, and business goals to create targeted recruitment strategies.
• Conduct interviews and provide recommendations for candidate selection based on skills, cultural fit, and business requirements.
• Drive an exceptional candidate experience by ensuring timely communication, feedback, and a seamless onboarding process.

HR Business Partnering:

• Serve as a trusted advisor to business leaders and managers, offering HR solutions to address employee needs and organizational challenges.
• Provide guidance and support in areas like performance management, employee relations, conflict resolution, and disciplinary processes.
• Collaborate with leadership to identify and address HR needs, fostering an environment that promotes productivity, engagement, and organizational effectiveness.
• Support employee development by identifying training needs, coaching managers, and facilitating learning opportunities to drive career growth.
• Drive employee engagement initiatives, conducting surveys and acting on feedback to continuously improve workplace culture.
• Assist in organizational development and workforce planning, helping the business adapt to changes in structure and headcount.
• Ensure HR programs and policies are in compliance with company standards and legal regulations.

Data-Driven HR Practices:

• Analyze key HR metrics (e.g., time-to-fill, turnover rates, employee satisfaction) to evaluate the effectiveness of talent acquisition and HR initiatives.
• Use data insights to guide business leaders in making informed decisions on talent strategy, organizational design, and employee engagement.

Collaboration and Communication:

• Build strong relationships across all levels of the organization to foster a collaborative and inclusive culture.
• Act as a point of contact for employees to address HR-related questions, concerns, and career development needs.
• Communicate HR policies, procedures, and initiatives effectively across the business to ensure clarity and understanding.