HR Business Partner

Job Role:

The role is responsible for proactively aligning People Department initiatives and programs with business objectives within designated business units/functions/divisions. The HRBP formulates partnerships across the business to deliver value-added service and integrated solutions to management and employees that supports and enables high productivity Also, work with teams, managers and key stakeholders to help build organization and people capability, and shape and implement effective people strategies and activities within the organization.

Business Partnership

• Acts as a prime point of contact within the BU to ensure an effective and efficient delivery of HC programs and services
• Identifies business priorities, objectives and related needs of the assigned Business Unit, in coordination with stakeholders, to translate the needs into actionable HR plans at BU level
• Provides expert, strategic and regulatory advice to assigned BU on planning, management and engagement of their workforce within scope
• Coaches and advises managers on finding the right balance between HR strategy and business priorities of the organisation and the realities, constraints and need for consistency within the BU
• Partners with business leaders to develop and embed a high productivity organizational culture and assist in driving broad change.
• Uses relevant business data to create justifications, provide analytics, and create business cases to communicate and/or develop strategic HC programs.
• Provides feedback to other HC roles for continuous improvement purposes.
• Transfer DP World people strategies into action.
• Oversee daily HR operations and develop People Agenda, strategy, policies, and practices.
• Consult with line manager and provide daily people related guidance.
• Resolve complex employee relations issues and address grievances.
• Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
• Suggest new People strategies and provide People related policy guidance.
• Deliver Key HR initiatives across the HR spectrum.
• Perform other related duties as assigned.

Talent Acquisition

• Evaluate staffing needs and oversee recruitment efforts.
• Conduct required studies and analysis with regard to TA and talent requirements in our team, and prepare periodic reports related to TA.
• Coordinate with Talent Acquisition Manager to identify, attract and source hard-to-find passive talent using different niche sites/channels such as LinkedIn and other social media.
• Monitor and report on workforce and succession planning.
• Learning and Development:
• Identify training needs for teams and individuals and evaluate training programs.
• Coordinate with HRDF and other government entities

OD and performance Management

• Performance management, talent reviews, gap assessments, learning and development, career and succession planning and leadership development within the BU
• Organization design and development, as well as change management impacting supported BU
• Employee engagement and retention activities.
• Reward management including compensation and benefits aligned to the BU and overall business framework
• Ensures roles are aligned with the overall global job architecture supporting organizational efficiency productivity, innovation and agility.