- 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
