Profile:
The Human Resources Business Partner (HRBP) acts as the lead contact for business leaders on human capital issues. This role involves providing strategic HR support to various departments, fostering positive employee relations, and implementing HR initiatives in collaboration with business leaders.
Main Duties and Responsibilities:
Business Partnering:
Manage a group of departments within the assigned business unit/ office location and be the main HR point of contact for day-to-day queries and issues.
Manage all aspects of the employee lifecycle from onboarding, performance management, internal transfers, Emiratization, employee engagement, employee relation cases (grievances, disciplinaries, capabilities/PIP’s) and offboarding/exit interviews.
Facilitates effective implementation of new/updated people initiatives in the business.
Supports with alignment between the strategic objectives of the PPC team and business priorities.
Has a commercial understanding of the business and proactively finds solutions to people related issues, processes, or challenges.
Responsible for ongoing people initiatives across the business line, i.e., preparation of quarterly People Newsletter, All-Star Awards, preparation of people dashboards, reports and presentations, leveraging on data and analytics.
Recruitment and Onboarding:
Liaise with TA team and hiring managers to understand hiring plans and support with any issues/challenges in relation to recruitment, contract conversions, internship programme, MARC programme etc.
Liaise with TA and hiring managers to identify Performance Managers and Buddies for new joiners.
Support and co-facilitate SL induction sessions, in conjunction with L&D and HRBA. Arrange guest speakers for induction sessions.
Ensure a smooth onboarding process for all new joiners.
Review onboarding and induction materials and process on periodic basis and seek feedback from the business.
Organisational Development:
Analyze GPS survey results, support with GPS action plans and present results at team meetings.
Ensure IDE targets are well understood and achievable across the business - work with L&D team on initiatives & events and partner with TA team to ensure diversity of new hires.
Support with Emiratisation agenda and ensure that focus groups/engagement initiatives are being run regularly and that feedback from Emiratis is being heard and acted upon.
Performance Management:
Lead the Mid-Year and Year End Performance Management processes for Capabilities managed and facilitate moderation sessions.
Ensure robust selection and regular training of Performance Manager’s
Proactively manage PIP’s and track progress/ensure appropriate outcomes.
Reward and Recognition:
Provide input on salary, bonus and promotion process for capabilities managed.
Learning and Talent:
Partner with Leaders and L&D team to support with learning and talent initiatives across Capabilities managed.
Employee Relations:
Handle disciplinary/grievance/capability & termination cases for employees at Manager level and below.
Conduct exit interviews for all leavers and provide insightful analysis on reasons for leaving and potential areas for concern/attention.
Stakeholder Management:
Build and maintain positive relationships with stakeholders. Address their concerns promptly and work to resolve conflicts effectively.
Address issues and challenges that arise in stakeholder relationships. Work collaboratively to find solutions that satisfy all parties involved.
Represent the interests of your stakeholders when necessary. Negotiate solutions that align stakeholder interests with project goals and organizational objectives.
Leadership and Team Management:
Lead, motivate, and manage a team of [number] employees.
Set clear performance objectives and conduct regular performance reviews.
Facilitate team development through coaching, mentoring, and training.
Educational Requirements:
Experience:
Knowledge/Technical Skills:
Interpersonal Skills: