Job Description Job Purpose: ? The purpose of this job is to provide first line HR consultation and advice to Business Leaders and Managers on people-related matters impacting their business therefore the role holders expected to have a strong in-depth knowledge and subject matter expertise on all aspects of HR from organizational design to talent management. This role is to provide a critical interface between various HR teams ? Talent, Rewards, HR Ops and Recruitment. This role will Manages and communicates the implementation of the HR agenda for the business unit.
KEY RESPONSIBILITIES:?
Participates as an integral member of the business unit management team, partnering with the Business Leaders and their team and can credibly provide insights to the business to help inform strategic decisions
Partners effectively with specialist groups (e.g. Talent, Reward, Recruitment, HR Operations) to develop, deliver and promote initiatives in line with the business needs
Works closely with managers to improve work relationships, build morale, increase productivity and retention to maximize organizational effectiveness
Provides guidance and input on business unit restructures, workforce planning, talent management and succession planning, leads the talent agenda to effectively flow talent across and through the region.
Facilitates the resolution of employee relations issues and conducts effective, thorough and objective investigations in partnership with management
Partners with leadership team to drive a performance culture through use of tools, metrics and measures, enabling improved insight and activities to improve performance through the matrix
Provides HR consultancy and advice to line managers in the delivery of people-related activities i.e. organizational effectiveness programs, talent management, succession planning, performance management etc
Manages and/or participates in HR related projects led from the Business segment / HR group- Develops professional network both internally and externally and develops own profile to help identify best practices for the function (both commercially and for HR)
Ensuring a consistent approach to HR activities and compliance with regional and global policies and legal requirements.
Providing direction for the business in all matters associated with staff
Manages the day to day HR processes for a business unit
Scope and Impact
As a Strategic HR Business Partner ? support the Business Unit and drive the HR agenda and effectively manage the various HR activities. Responsible for the full scope of HRBP activities (starting from Recruitment to exit) Colleague Engagement, Employee relations, Talent Management & development and Implementation of various HR policies for the Business Unit. The role also works with specialist HR, Global BU HRBP?s
Skills
HR expertise - well versed and current in key strategic HR capabilities: organisational development, change management, culture change, talent management, compensation, employee relations and learning & development. Proven relationship building skills. Good business understanding and current organization developments and challenges in technology industry.
Expert: Problem Solving
Strong personal credibility. Business awareness - understands the business and strategic direction and makes links between business and HR. Focused on external as well as internal customers. Able to contribute to business planning and strategy process on issues outside of scope of HR.
Relationships: Internal / External
Business leader, Business Managers, BU Employees, Global and Local HR teams, External professional network
Qualification
University degree in business or related field and Post graduation ?Specialized in Human Resources Management
Minimum of 10 years with professional experience in HR with a mix of HR generalist and specialist expertise is essential
Proven experience of advising and influencing senior business leaders and teams
Experience of managing and leading complex & large-scale change management programs (e.g. culture change; business transformation, rightsizing, acquisitions and divestments across geographies).
Ability to understand and work effectively in complex multinational business environments with clear demonstrated ability to manage and lead in a multi geography matrix and gain credibility with multiple stake holders
Strong influencing and relationship building skills with the ability to adapt communication style to be effective at all levels, articulates opinions and views in a way that enables clear direction.
A good team player with the ability to work on own initiative whilst take direction from the centre working as part of a global team
Ability to juggle multiple tasks at once and be flexible and resilient in a changing environment.
Able to deliver outcomes through others by making use of matrix resources.
Well organized and disciplined with regards to the application of HR policy, procedures and standards
