Main duties:
Strategic Alignment:
- Collaborate with
business leaders to understand the strategic goals and objectives of the organization.
- Align HR initiatives, programs, and services with the overall business strategy.
Business Partnership:
- Build strong relationships with leaders and managers in assigned business units or departments.
- Act as a trusted advisor to business leaders, providing HR insights and solutions to support their goals.
Workforce Planning:
- Work closely with business leaders to identify current and future workforce needs.
- Develop and implement workforce planning strategies to ensure the organization has the right talent to achieve its objectives.
Talent Management:
- Lead efforts related to talent management, including recruitment, onboarding, development, and retention.
- Identify high-potential employees and support succession planning initiatives.
Employee Relations:
- Handle complex employee relations issues, providing guidance and support to managers.
- Ensure fair and consistent application of HR policies and procedures.
Performance Management:
- Implement and oversee performance management processes.
- Provide guidance on goal setting, performance evaluations, and employee development plans.
Organizational Development:
- Collaborate with business leaders to identify organizational development needs.
- Implement initiatives to enhance team effectiveness, employee engagement, and organizational culture.
Change Management:
- Support and lead change management initiatives within the business units.
- Help employees and leaders navigate changes effectively.
HR Policy Implementation:
- Implement HR policies and procedures within the assigned business units.
- Ensure compliance with relevant employment laws and regulations.
Data Analysis and Reporting:
- Utilize HR analytics to provide insights and support data-driven decision-making.
- Prepare and analyze HR metrics and reports to assess the effectiveness of HR programs.
Employee Engagement:
- Implement strategies to enhance employee engagement and satisfaction.
- Conduct surveys and gather feedback to identify areas for improvement.
Communication:
- Facilitate effective communication between the HR department and business units.
- Ensure that HR initiatives and programs are well-communicated to employees.