Human Resources Business Partner

Business Partnering • Act as a trusted business partner and coach to line management. Consult and support Line Managers across the business units. • Focus on measuring the employee engagement of the business units and take actions necessary to improve it. • Advise, coach and mentor management and HR team on people related issues. • Act as change agent and facilitate transition. Reporting & Compliance • Join Key Meetings by presenting weekly HR priorities. • Prepare and report WBR reports. Employee Relations (ER) • Support line managers in creating a culture of employee engagement. Reinforce at all times a culture of meritocracy, performance-focus and diversity. Act as an advisor to Line Managers in order to educate them and minimise risk. • Ensure compliance with local law and Group policy throughout the employee lifecycle. • Communicate and implement changes to HR policies and procedures. • Ensure that the disciplinary procedure is properly applied before any employee is exited from the business. • Manage outsourcing manpower vendors to meet the service standards and be cost effective. • Create and review the Employee Policies to align with the Company policy and local laws & regulations. • Organize team activities for Employee Engagement. Training & Development • Conduct training needs analysis each year to prepare the L&D proposal and calendar. • Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible. • Ensure training needs of key and high potential staff are identified and delivered. Ensure all key positions have identified successors. • Track progress of HIPO employees and review their progress with line managers to go to assessment for next level. • Prepare monthly presentations for Line Managers on people status (or regular basis).

Business Partnering: Act as a trusted business partner and coach to line management. Consult and support Line Managers across the business units. Focus on measuring the employee engagement of the business units and take actions necessary to improve it. Advise, coach and mentor management and HR team on people related issues. Act as change agent and facilitate transition. Reporting & Compliance: Join Key Meetings by presenting weekly HR priorities. Prepare and report WBR reports. Employee Relations (ER): Support line managers in creating a culture of employee engagement. Reinforce at all times a culture of meritocracy, performance-focus and diversity. Act as an advisor to Line Managers in order to educate them and minimise risk. Ensure compliance with local law and Group policy throughout the employee lifecycle. Communicate and implement changes to HR policies and procedures. Ensure that the disciplinary procedure is properly applied before any employee is exited from the business. Manage outsourcing manpower vendors to meet the service standards and be cost effective. Create and review the Employee Policies to align with the Company policy and local laws & regulations. Organize team activities for Employee Engagement. Training & Development: Conduct training needs analysis each year to prepare the L&D proposal and calendar. Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible. Ensure training needs of key and high potential staff are identified and delivered. Ensure all key positions have identified successors. Track progress of HIPO employees and review their progress with line managers to go to assessment for next level. Prepare monthly presentations for Line Managers on people status (or regular basis).