Job Summary: The HR Business Partner (HRBP) will collaborate closely with management and leadership teams to align business objectives with employees and management in designated business units. The role will provide strategic support and advice in areas such as organizational design, talent management, performance management, employee relations, and workforce planning.

Key Responsibilities:

Strategic Partnering:

• Partner with leadership to understand business goals and develop HR strategies that support organizational objectives.
• Provide advice on talent management, employee relations, and organizational development to enhance overall business performance.

Employee Relations:

• Act as a point of contact for employees and management regarding HR-related queries and concerns.
• Address employee relations issues, helping to resolve conflicts and ensuring fair treatment and adherence to company policies.
• Promote a positive work environment that aligns with the company's values and culture.

Performance Management:

• Support leaders in performance management activities, including goal setting, feedback, and performance reviews.
• Ensure employees are equipped with the right resources and development opportunities for career growth.
• Assist in managing succession planning and talent pipeline efforts.

Talent Acquisition and Development:

• Work with recruitment teams to assess staffing needs and assist in the recruitment of top talent.
• Support training and development initiatives to ensure employees' skills meet the evolving business requirements.
• Identify and develop talent within the organization to support career growth and retention.

HR Metrics and Reporting:

• Use HR metrics and analytics to identify trends, report on key HR performance indicators, and make data-driven decisions.
• Provide insights on employee engagement, retention, and performance data to improve business outcomes.

Compliance and Policy:

• Ensure adherence to HR policies and procedures and compliance with labor laws and regulations.
• Recommend and implement best practices to improve HR operations and processes.

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