The Human Resources Business Partner (HRBP) is responsible for aligning business objectives with management and employees in their respective service areas. The HRBP serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. The role assesses and anticipates HR-related needs, communicating needs proactively with our HR department and business management, and seeks to develop integrated solutions. The HRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the objectives of the organization.

Key Responsibilities:

1. Strategic HR Planning:

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Provide strategic HR support to senior management in areas such as workforce planning, talent management, and succession planning.

2. Employee Relations:

• Act as a point of contact for employee concerns and grievances, conducting investigations as necessary.
• Develop and maintain positive relationships with employees at all levels to foster a collaborative and supportive work environment.

3. Performance Management:

• Support managers in the performance review process, providing training and guidance on effective feedback and performance coaching.
• Monitor and address performance issues, ensuring that employee evaluations are fair and consistent.

4. Training and Development:

• Identify training needs for teams and individuals, coordinating and delivering training programs as needed.
• Promote continuous learning and development opportunities within the organization.

5. Compensation and Benefits:

• Provide guidance on compensation decisions and benefits administration.

6. Compliance and Policy Development:

• Ensure compliance with all employment laws and regulations.
• Develop, implement, and maintain HR policies and procedures, ensuring they are communicated and adhered to across the organization.

7. HR Metrics and Reporting:

• Utilize HR metrics to provide insights and recommendations for continuous improvement.
• Prepare and present HR reports to senior management as needed.

8. Change Management:

• Lead and support change management initiatives, helping employees and managers navigate through organizational changes.
• Develop strategies to manage resistance and ensure smooth transitions.