Job Description: HR Business Partner
\nGeneral Information<\/p>\n
Job Title: HR Business Partner
\nDepartment\/Division: Human Resources
\nNumber of Vacancies: 2<\/p>\n
Basic Purpose
\nThis role is responsible for delivering organization goals through people strategy. The job holder will work closely with business leaders to understand their objectives, challenges, and the workforce needs to ensure alignment with our HR strategies and initiatives to achieve the overall business goals and drive organizational success. Act as a trusted partner and integral part of the team to provide expert HR guidance and advice to business leaders on various people-related matters such as employee productivity, talent management, organizational development, and employee engagement. This role will also involve coaching line managers and leaders to build their people management skills to enable them to be self-sufficient.
\nFeatured job openings
\nMain Duties & Responsibilities
\nEmployee Engagement<\/p>\n
Serve as the first point of contact for employees and managers to address workplace issues, conflicts, and grievances.
\nDrive initiatives to enhance employee engagement, morale, and satisfaction within the business functions.
\nAdvocate for fair and consistent treatment of employees whilst upholding company policies, procedures, and values.
\nBe an advocate for efficient, impactful engagement and accurate delivery of service to drive a world-class customer experience.
\nEnd-to-end ownership of non-complex ER cases in business areas.<\/p>\n
Organization Culture<\/p>\n
Drive a culture of high performance where talent is recognized, stretched, and poor performance managed (ideally to achieve higher levels of performance).
\nChallenge team cultures and behaviors to ensure that they are always consistent with organizational values.
\nPartner with business leaders to create a positive work environment and foster a culture of inclusion, diversity, and belonging.<\/p>\n
Change Management<\/p>\n
Act as a change agent by supporting organizational changes such as structures, process improvement, and culture transformation.
\nHelp mitigate resistance to change and facilitate smooth transitions by implementing effective change management strategies.
\nEnsure the realization of the benefits anticipated from any change process to increase employee efficiency and productivity.<\/p>\n
Performance Management<\/p>\n
Collaborate with business to monitor the effective use of our performance management processes, including goal setting, performance evaluations, and feedback mechanisms.
\nSupport managers in conducting performance discussions and implementing performance improvement plans when necessary.
\nSupport for annual performance management process.
\nCome up with different initiatives to improve employee productivity.
\nBe the accountable Business Partner for the performance of the business s\/he supports.<\/p>\n
Talent Management<\/p>\n
Work closely with the people managers to identify the best talents in the market.
\nWork closely with the people managers to identify, develop, reward, and recognize employees based on their performance.
\nWork jointly with stakeholders and teams to ensure the implementation of people strategies within the assigned divisions and\/or departments.
\nAccountable for the effectiveness of the Human Resources Business Partnership in supporting the assigned divisions and departments strategically.<\/p>\n
Job recruitment
\nQualifications, Skills, and Experience<\/p>\n
At least 5+ years of experience in a Human Resource Field in a highly competitive and dynamic environment.
\nShould be very analytical with ability to interpret data and business performance to key people strategy.
\nIn-depth knowledge of the local banking industry, banking products, banking services, and banking regulations.
\nProven track record of consistently supporting the achievement of an organization\u2019s people strategy, with a market reputation of being a trusted advisor on matters pertaining to HR.
\nSound working knowledge and understanding of all labor regulations and practices.
\nStrong knowledge of HR best practices, including talent management, compensation, employee relations, and performance management.
\nAble to change plans, methods, opinions, or goals in light of new information, with the readiness to act on opportunities.
\nChange catalyst who initiates and implements change to enhance teams and organizations\u2019 delivery.
\nAbility to work collaboratively and influence at all levels of the organization.
\nExcellent communication, interpersonal, and relationship-building skills.
\nProven experience in leading and coaching a team.
\nA business acumen partnered with a dedication to legality.
\nEducation: Bachelor\u2019s degree in human resources, business administration, or related field. A master\u2019s degree and CHRP certification will be an added advantage.<\/p>\n
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