am- hrbp

Role & responsibilities

• Strategic Partnership: Collaborating with senior leadership and management to understand business goals and develop HR strategies (talent acquisition, retention, succession planning) that support those objectives.
• Talent Management: Driving talent acquisition, retention, and succession planning initiatives, and collaborating with managers to enhance team capabilities and leadership development.
• Performance Management: Providing day-to-day performance management guidance to line management, supporting the performance appraisal process, and identifying training and development needs.
• Employee Relations & Engagement: Managing and resolving complex employee relations issues, including conducting investigations, addressing grievances, and promoting a positive work environment and culture of inclusion. They also organize and lead employee engagement activities.
• Change Management: Leading or supporting organizational change and transformation initiatives, such as restructures or new policy implementations, and ensuring smooth transitions.
• Policy & Compliance: Providing HR policy guidance and interpretation, ensuring all HR practices comply with local labor laws and regulations, and minimizing legal risks.
• Data-Driven Insights: Analyzing HR metrics and data (e.g., retention, engagement costs) to identify trends, inform decision-making, and shape proactive solutions for improving team effectiveness.
• HR Program Execution: Partnering with HR specialist teams (Centers of Excellence like L&D, Compensation & Benefits, Talent Acquisition) to co-create and implement integrated HR solutions.

Key Qualifications and Skills

• Education: A Bachelor's degree in Human Resources, Business, or a related field is typically required, with a Master's degree or professional certification (e.g., PHR, SPHR, CIPD) often preferred.
• Experience: Generally requires several years of progressive HR experience, including a minimum of 2+ years in a core HRBP or generalist role.

• Skills:

• Strong business acumen and an understanding of the business unit's challenges.

• Excellent communication, interpersonal, and negotiation skills.
• Strong analytical, problem-solving, and decision-making abilities, with the ability to use data for insights.
• Capability to influence and coach senior stakeholders effectively.
• Knowledge of HR technology/HRIS management and project management skills