HRBP

The HR Business Partner (HRBP) plays a critical strategic role in aligning HR initiatives with business objectives. This individual serves as a consultant and advisor to business leaders, providing expertise and support across a broad range of HR functions. The HRBP will champion a positive work environment and foster a strong culture of employee engagement, driving organizational effectiveness and growth.
ESSENTIAL DUTIES & RESPONSIBILITIES
Strategic Partnership
- Partner with business leaders to understand their strategic objectives challenges, and opportunities.
- Translate business needs into actionable HR strategies and initiatives.
- Proactively identify and address HR-related concerns within assigned business units.
- Build strong relationships with business leaders, managers, and employees to foster trust and collaboration.
Talent Management & Acquisition:
- Collaborate with hiring managers to identify talent needs and develop targeted recruitment strategies.
- Support the recruitment, selection, and onboarding of top talent.
- Facilitate succession planning and leadership development initiatives.
Performance Management & Development
- Implement performance management systems aligned with business goals.
- Partner with managers to set clear performance expectations and provide ongoing feedback to employees.
- Identify and address performance gaps.
Employee Relations & Engagement
- Proactively address employee concerns, grievances, and conflicts.
- Facilitate fair and effective resolution processes.
- Develop and implement programs that foster employee engagement and build a positive work environment.
- Champion diversity, equity, and inclusion initiatives.
Change Management & Organizational Development:
- Develop and implement change management strategies to support organizational changes.
- Facilitate organizational development activities to improve organizational effectiveness and culture.
HR Metrics & Analytics:
-Track and analyze key HR metrics to measure the effectiveness of HR programs and initiatives.
- Generate reports and insights to inform HR strategy and decision-making.
Compliance & Risk Management:
- Advise business leaders on HR compliance issues.
- Implement processes to mitigate HR-related risks.
Others as might be assigned by the Operations Director
MINIMUM QUALIFICATIONS
Education
University Degree, Major in Human Resources, or in related fields
Experience
Minimum 4 years HR experience, of which, at least 3 years at supervisor level
Skills and Abilities
Excellent Written and Spoken English
Rich in Human Resources knowledge
Good communication and coordination skills
Interview and screening skills
Strong leadership, management, communication skills are compulsory.
Skilled in delivering training
Work Hands-on
Results oriented
Highly capable of identifying problems and solving problems.
Very proactive and energetic.
Systematic, methodical, detailed, thorough, transparent.
Positive, enthusiastic, creative, embrace changes, performs under pressure
Work well in a team-based environment.
Skilled in Computer Operation ( MSOffice, Windows, Word, Excel, PowerPoint etc)
MENTAL & PHYSICAL DEMANDS/WORKING CONDITIONS
Mental Effort
Ability of working under pressure
Ability to solve problems and make decision in short period.
Working Conditions
Office and manufacturing facility environment
Ngành nghề: Nhân sự
Kinh nghiệm: 2 Năm
Cấp bậc: Nhân viên
Hình thức: Nhân viên chính thức
Địa điểm: Quảng Ngãi