Human Resource Business Partner

Job Purpose

Lead and manage the end-to-end People/HR agenda within a business area by aligning the people and business agenda to ensure business objectives are met that contribute to the delivery of the overall company strategy. This is achieved through the introduction and implementation of programmes, tools, policies and frameworks developed in the Centres of Expertise that support the achievement of the agreed people, customer and growth results. Monitor (through SLAs, HR metrics) and support HR services delivered via the People Enablement delivery team.

Responsibilities

Business Planning

Develop and propose annual business plans for a given area or department and ensure alignment with strategy. Recommend financial and headcount budgets; propose HR related business targets (e.g., key performance indicators); and schedule key activities/projects, ensuring integration with other elements of the organisation.

HR Data Analytics and Insights

Monitor, analyse and report on key Human Capital Enablers such as HR Management, Reporting and Analytics; Governance, SLA's and HR Metrics to optimise the Human Capital of the organisation. Analyse and investigate business/people issues and trends within the business unit and recommend interventions in collaboration with COE to create HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.

Stakeholder Engagement

Be a "Broker" of service between specialized internal groups (e.g remuneration) and the business. Act as a consultant on issues related to strategy execution and change, talent management, employee engagement, performance management, employee relations. Provide feedback to Centres of Expertise about HR solution effectiveness. Collaborate with Centres of Expertise to create innovative solutions. Focus on consultative support and HR solution delivery to senior line management. Support all HR products, services, process implementation including any required changes and ensure client buy-in through influencing (context, rationale).

Leadership and Direction

Communicate the actions needed to implement the function's strategy and business plan within the team; explain the relationship to the broader organization's mission, vision and values; motivate people to commit to these and to doing extraordinary things to achieve local business goals.

Policy Development & Implementation

Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organisation. Work with the business unit to translate business needs into HR requirements and employee experience.

Information and Business Advice

Provide specialist guidance to senior managers at the business unit or regional level to enable the implementation of policy, projects, and change initiatives. Drive effective execution of HR policies and processes in their business.

Change Management

Manage and support the development and/or delivery of an organisational change management initiative for a substantial department/area.

Organisational Capability Building

Identify the organisational capabilities gaps required to execute the business strategy within the context of the capability mapping on an ongoing basis. Responsible for implementing initiatives at the business unit level and may support the design of specialized or customized training, communications and talent management. Support the development of leadership and manage talent pipeline in business unit. Coach and educate the line managers in people management. Coach and develop HRC's.

Regulatory & Compliance Management

Draft HR frameworks within an area of expertise to meet business needs, ensuring compliance with specified design principles, internal policies, and external legal requirements. Investigate all kinds of incidents and reports, and provide expert advice to more senior colleagues. Minimize risk exposures and ensure adherence with regulatory standards by working with all internal functions to make sure compliance programs are properly implemented.

Personal Capability Building

Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation where relevant to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.

General Education

Recognized 3 year degree / diploma in HR Management or Industrial Psychology (Essential);

Post Graduate degree HR Management or Industrial Psychology or any other relevant qualification (Advantageous)

General Experience

4 or more years experience in the following: Strategic Human Resources Management / HR Organisation Capability management / Change Management / Talent Management (Recruitment,

Development and Retention) / Performance & Reward / Human Capital Planning / ER, IR and Wellness (Essential);

Experience in Project Management and HRMS (i-manage Oracle, SAP, VIP etc) (Advantageous)

Managerial Experience

2 or more years supervising and directing people and other resources to achieve specific end results within limited timeframes (Essential)

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