HRBP

• The HR Business Partner (HRBP) plays a critical strategic role in aligning HR initiatives with business objectives.
• This individual serves as a consultant and advisor to business leaders, providing expertise and support across a broad range of HR functions.
• The HRBP will champion a positive work environment and foster a strong culture of employee engagement, driving organizational effectiveness and growth.
• ESSENTIAL DUTIES & RESPONSIBILITIES
• Strategic Partnership - Partner with business leaders to understand their strategic objectives challenges, and opportunities. - Translate business needs into actionable HR strategies and initiatives. - Proactively identify and address HR-related concerns within assigned business units. - Build strong relationships with business leaders, managers, and employees to foster trust and collaboration.
• Talent Management & Acquisition: - Collaborate with hiring managers to identify talent needs and develop targeted recruitment strategies. - Support the recruitment, selection, and onboarding of top talent. - Facilitate succession planning and leadership development initiatives.
• Performance Management & Development - Implement performance management systems aligned with business goals. - Partner with managers to set clear performance expectations and provide ongoing feedback to employees. - Identify and address performance gaps.
• Employee Relations & Engagement - Proactively address employee concerns, grievances, and conflicts. - Facilitate fair and effective resolution processes. - Develop and implement programs that foster employee engagement and build a positive work environment. - Champion diversity, equity, and inclusion initiatives.
• Change Management & Organizational Development: - Develop and implement change management strategies to support organizational changes. - Facilitate organizational development activities to improve organizational effectiveness and culture.
• HR Metrics & Analytics: -Track and analyze key HR metrics to measure the effectiveness of HR programs and initiatives. - Generate reports and insights to inform HR strategy and decision-making.
• Compliance & Risk Management: - Advise business leaders on HR compliance issues. - Implement processes to mitigate HR-related risks.
• Others as might be assigned by the Operations Director

MINIMUM QUALIFICATIONS

• Education                   University Degree, Major in Human Resources, or in related fields
• Experience                   Minimum 4 years HR experience, of which, at least 3 years at supervisor level
• Skills and Abilities
• Excellent Written and Spoken English
• Rich in Human Resources knowledge
• Good communication and coordination skills
• Interview and screening skills
• Strong leadership, management, communication skills are compulsory.
• Skilled in delivering training
• Work Hands-on
• Results oriented
• Highly capable of identifying problems and solving problems.
• Very proactive and energetic.
• Systematic, methodical, detailed, thorough, transparent.
• Positive, enthusiastic, creative, embrace changes, performs under pressure
• Work well in a team-based environment.
• Skilled in Computer Operation ( MSOffice, Windows, Word, Excel, PowerPoint etc)
• MENTAL & PHYSICAL DEMANDS/WORKING CONDITIONS
• Mental Effort
• Ability of working under pressure
• Ability to solve problems and make decision in short period.
• Working Conditions          Office and manufacturing facility environment