Strategic Human Resources Business Partner
1 week ago
The ideal candidate will have expertise in all areas related to the human resources field. They should be comfortable with onboarding new candidates, collecting necessary background information, and assisting employees in the workplace. This candidate should work closely with management to provide training for employees and develop ways to increase employee engagement.
Key Responsibilities:
- Employee Relations: Establish rapport and interact regularly with employees to provide a medium for sharing concerns and developing a positive work environment. Manage long-term settlements.
- Legal Compliance: Extend support to HR Operations in checking compliances from contractors and local laws.
- Internal Communication: Implement internal communication processes and tools to sustain the flow of information at all levels. Ensure monthly and quarterly communication meetings.
- Performance Management: Initiate, support, and lead the half-yearly and annual appraisal cycle. Train and cover all management populations on tools. Partner and coach line managers on providing feedback and ensuring one-on-one meetings for all employees.
- Reward: Collaborate with the Reward Solution Team for the Annual Performance Appraisal (APA) cycle and job evaluation. Regularly review job codes and re-evaluate.
- People Development: Collaborate with the Learning Solutions team to deploy Competency, Career, and Role (CCR) programs. Conduct competency gap analysis and share reports with line managers.
- Global Processes: Deploy global processes like the Schneider Performance System (SPS) and Talent Review to identify key position holders and successors. Ensure robust development plans for critical roles. Deploy Individual Development Plans (IDPs) for potentials.
- HRIS/Reporting & Budget: Work with functional leaders to outline the annual Human Capital (HC) budget. Ensure error-free HC reporting in Bridge and collaborate with the HRIS team.
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