HRBP Commercial

 Business orientation:
• Work closely with the business to understand and address business priorities and issues;
• Translates it into people priorities and operating plan for businesses supported;
• Be responsible for the implementation and execution.
• Be first point of contact regarding tactical people issues.
 Business Partnering & Consulting
• Analyzes both business reports and HR data to translate the information into practical insights and recommendations for business leaders, country HR manager, CoE and People Services
• Responds to changing business conditions, challenges and needs
• Coaches managers within the businesses supported in people management skills and related competencies
• Act as the 'face of HR' to the business and the glue between CoEs, People Services and the business
 Employee Lifecycle Management:
• Providing operational HR delivery aligned to the business agenda, the people strategy and standard HR processes within the country
• Manage local adaptations and delivery of HR initiatives e.g. P&D D process, performance management, operational workforce planning, talent and succession management, capability development, engagement improvements. D&I, values and leadership behaviors
• Ensures local talent pipeline is maintained via robust processes and high performance standards
 Organizational Development
• Leads implementation of various local and/or functional transformation / change and ensures they are appropriately resourced, structured and governed.
• Manages employee relations and supports people managers in dealing with employee issues. Manage employee grievances. Counsel line managers and/or employees in employee relations procedures.