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Senior HR Business Partner Leader
2 weeks ago
About This Opportunity
This is an exciting opportunity for an experienced Senior HR Business Partner to join our organization. As a key member of our HR team, you will be responsible for driving organizational development and learning initiatives that support our human capital needs.
Key Responsibilities
- Support the Development of the HR Strategy: Collaborate with senior management to align HR initiatives with organizational development objectives.
- Maintain Organizational Structure: Review regulatory requirements and department heads' recommendations to clearly reflect our operational functions, positions, and reporting lines.
- Review Job Descriptions: Identify job duties and responsibilities in collaboration with concerned managers to ensure employees fully understand their roles and contribution to our goals.
- Develop Competency Frameworks: Collaborate with managers to link competencies to performance, training and development, and succession planning to achieve desired results.
- Review HR Policies and Processes: Ensure compliance with local laws and regulations to create professional and standardized information and transactional flow.
- Develop and Oversee the Implementation of Our Code of Conduct: Align it with our organizational values.
- Develop Compensation and Benefits Frameworks: Conduct market research, collaborate with third-party consultants, and implement competitive packages to attract and retain talent.
- Plan Career Paths and Succession Planning: Identify high performers and provide development opportunities to ensure leadership continuity.
- Implement Performance Management Systems: Provide managers with appraisal forms and explain the evaluation process to maintain internal equity.
- Assess Organizational Training Needs: Collaborate with function heads and employees to identify skill gaps and develop targeted training programs.
- Prepare and Implement the Annual Training Plan: Target training needs based on conducted training needs analysis, performance appraisal results, and succession planning requirements.
- Evaluate the Effectiveness of Training Programs: Gather feedback from participants and their direct managers.
- Present Action Plans: Use the results of HR surveys and studies to carry out improvement initiatives.
- Implement HR Technology Solutions: Select and maintain systems that enhance HR operations based on approved processes and policies to enhance the experience of employees and support our HR operations.
- Perform Ad-Hoc Duties: Perform other duties related to the job as assigned by the Direct Manager.
Requirements
- Bachelor's Degree: Human resources, business administration, organizational development, or a related field.
- Master's Degree or Professional Certification: Preferred (e.g., CIPD, SHRM, PHR).
- Strong Knowledge: HR principles, employment laws, and best practices.
- 10 Years of HR Experience: Expertise in organizational development, talent management, or HR strategy.
- Proficiency in HRIS, ERP, and HR Analytics Tools: Oracle HCM, Workday.
- Deep Understanding: Organizational design, workforce planning, and competency frameworks.
- Experience: Training needs analysis, LMS, and learning & development programs.
- Ability: Analyze HR metrics, generate reports, and derive strategic insights.
- Leadership or Assistant Managerial Role: An advantage.
Skills and Knowledge
- Strong Understanding: Organizational design, competency frameworks, and workforce planning.
- Experience: Performance appraisal systems, KPI setting, and employee evaluation methodologies.
- Knowledge: Salary benchmarking, job grading, and rewards strategy.
- Ability: Draft, implement, and review HR policies in compliance with labor laws.
- Experience: Managing HR projects, change management initiatives, and process improvements.
- Familiarity: Employee engagement surveys, retention strategies, and workplace culture enhancement.
Industry
- FMCG
- Foods
- Beverages
Function
- HR
- Human Relations
- Industrial Relations