HRBP Manager

Mô tả Công việc
1. Strategic HR Partnership with Business:
• Collaborate with business leaders to define workforce strategies that directly support business objectives, including market expansion, operational efficiency, and revenue growth.
• Provide expert advice on organizational structure, workforce planning, and role optimization to enable business scalability and agility.
• Develop HR strategies for new business initiatives such as opening new outlets, launching products, or entering new markets.
2. Driving Talent Growth for Business Success:
• Lead initiatives to identify, attract, and retain key talent essential for achieving business priorities.
• Partner with leaders to design succession plans for critical roles and ensure the development of high-potential employees.
• Build a pipeline of talent to support business growth, with a focus on key capabilities such as leadership, innovation, and operational efficiency.
3. Performance and Productivity Enhancement:
• Align individual and team performance management with business objectives by driving processes like goal setting, performance reviews, and real-time feedback.
• Develop strategies with business leaders to address underperformance and optimize workforce productivity.
• Facilitate a results-driven culture by equipping managers with tools and training to effectively coach and lead their teams.
4. Change Management in Business Transformations:
• Lead HR-related components of business transformations, such as organizational restructuring, process improvements, or technology implementations.
• Drive communication strategies and change management plans to ensure smooth adoption and minimize disruption to operations.
• Monitor and address employee sentiment during periods of change to maintain high engagement levels.
5. Insights through HR Analytics to Drive Business Decisions:
• Provide data-driven insights into workforce trends such as employee productivity, turnover, and engagement.
• Partner with business leaders to use HR metrics to inform decisions that impact business growth, profitability, and efficiency.
• Translate HR data into actionable recommendations that enable sustainable growth.
6. Employee Engagement, Relations, and Workforce Development:
• Partner with business leaders and L&OD to design tailored engagement programs that address specific cultural and operational needs.
• Advise leaders on resolving employee relations challenges, ensuring alignment with business priorities and policies.
• Collaborate on workforce strategies, including team optimization and closing skill gaps essential to business outcomes.
• Drive organizational development by implementing leadership training, succession planning, and talent pipelines in coordination with L&OD.
• Use feedback from surveys and focus groups to shape action plans that boost morale and align with company values.
• Measure and evaluate the impact of training and engagement programs with L&OD, refining strategies to enhance productivity and support long-term growth.