Global Manufactory Company
MAIN RESPONSIBILITIES
•Management and Support: The HR Business Partner provides the day-to-day performance management guidance to the business’s management personnel through coaching, career development, counseling, and disciplinary actions. In this capacity, the HR Business Partner manages and resolves complex employee-relations issues.
The HR Business Partner also takes initiative and provides informal leadership and mentorship to less experienced HR professionals within the business where the HRBP acts as the program/process leader for various HR initiatives, for example, performance management process, succession planning, or employee development.
The HR Business Partner creates a people plan for the business and its various departments considering the wider HR agenda and any specific people issues that may be existent within the business. The HRBP also implements talent management processes for all employees in all departments within the business and provides thought-leadership on issues that may avail improved operation and performance of the business as well as the HR department.
The HRBP further provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures with a view of improving the business’s overall efficiencies.
•Strategy: The HR Business Partner supports the embedding of the business’s strategies at various departments and levels. In this capacity, the HR Business Partner provides guidance and input on workforce planning, business unit restructures, and succession planning, ensuring that core HR processes are applied appropriately and in a legally compliant manner.
In this capacity, it is the HR Business Partner’s role to develop strategies for people management, succession planning, and talent management for key managerial positions and for stakeholders. The HR Business Partner also develops a power plan for the business to guarantee that resources are managed strategically. This is inclusive of developing a strategic approach to recruitment of key personnel.
•Analytics: In the HRBP’s analytical role, the person analyzes trends and metrics in partnership with other HR teams to develop and enhance solutions, processes, and programs that address current problems and also to avoid future ones. The HR Business Partner assists in the measuring, validating, and testing of the effectiveness of metrics that are applied by the business to assess and drive productivity optimization.
The HRBP is also tasked with developing programs and methods that aid in the achievement of measurable improvements in metric results, and which avail actionable people management solutions and strategies.
•Relationships: The HR Business Partner is also tasked with maintaining healthy relationships across the business. In this capacity, the person must conduct regular meetings with the various business departments, builds, and develops trusted relationships with the various departmental leaderships.
The HRBP additionally oversees and manages complex employee-relations issues, supporting formal appeals and hearings while simultaneously coaching the relevant managers on management best practices.
•Collaboration: The role of the HR Business Partner is largely a collaborative one. The HR Business Partner teams up with other HR departmental teams in determining approaches to matters of recruitment, compensation, and other HR functions to ensure that the programs in place are effective and efficient. He actively participates in HR department meetings and contributes to the formulation of solutions for the HR department, business department, and business-wide challenges.
The HR Business Partner also works collaboratively with departmental heads throughout the business, assisting them in understanding compensation and rewards programs, training and development programs, and aiding in the indoctrination of proper management and communication practices.
