Human Resources Business Partner (HRBP)

ABOUT THE ROLE
Crossian is a high-growth technology-driven e-commerce business. Behind our success is our people. As a start-up formed in 2020, we have created a fast-paced and dynamic environment, enabling our people to reach a cumulative average growth rate of over 900% in just under 4 years. Our mission now is to build direct-to-consumer brands and increase customer LTV.
At Crossian, people's growth and success is the foundation of our success. We are looking for a Human Resource Business Partner (HRBP) to fuel further growth across our organization. The scope of this role will challenge you to employ a full range of strategic, leadership and operational skills in HR operations planning and management. To start with, you will manage two sub-teams for a total of 5-7 team members within the People Operations and Employment (POE) CoE including Talent Acquisition and C&B. Additional opportunities and career growth will be extended to general HR operations and management once you have delivered on talent acquisition and C&B. These include: employee relations, performance/appraisal management, L&D, corporate culture development, and play a key strategic partnership role to internal stakeholders and executives to support Crossian's growth.
Reporting to the Chief Executive Officer, you will collaborate closely with the POE team, and other CoE Managers to implement innovative and engaging people practices that align with our core values and business objectives.
If you are an individual with exceptional interpersonal, communication, analytical, and presentation skills, and someone who is passionate about human capital development, we want to hear from you!
WHAT YOU WILL DO
Strategic
Coordinate with other CoE managers to understand talent acquisition needs, consult on persona building, and build strategies that leverage people growth as a pinnacle of business growth. Specifically, the HRBP performs the following strategic initiatives:
Collaborate with CoEs to identify talent needs, develop appropriate acquisition and employee retention programs.
Monitor and evaluate the effectiveness of people's growth strategies, proposing solutions for continuous improvement.
HR Planning and Management
Develop and execute HR operations activities including recruitment, compensation & benefits, performance management, and labor relations.
Create and maintain a positive work environment that encourages employee development.
Analyze the organization's current and future workforce needs, and propose human resource strategies to ensure the availability of qualified and aligned personnel.
Track and analyze data in HRIS, insights and employee surveys to continuously improve our HR programs and initiatives, and inform business decision-makers.
Performance Management
Design the organization's performance management system, from setting objectives and evaluation criteria to developing processes and tools.
Provide guidance materials and training support to managers in implementing the performance management system.
Coordinate with the board of managers to conduct employee performance reviews, ensuring objectivity and fairness.
Track and report employee performance to managers, ensuring they have the necessary information to make appropriate decisions.
Labor Conflict Resolution
Observe labor-related issues, conduct investigation, and proceed fair judgements using disciplinary actions for any misconduct.
Participate in the resolution of labor conflicts. Provide guidance and advice to employees and managers on labor policies, processes, and legal regulations.
Contribute to contract negotiations, policy and process adjustments, and proposing measures to mitigate future conflicts.