El objetivo principal del HR Business Partner será el de ofrecer soporte a los líderes locales y a sus equipos, así como dirigir e implantar las soluciones de RRHH que permitan alcanzar de manera exitosa la ejecución de los retos y estrategias del negocio, así como la creación de una estructura de organización local que permita resultados de negocio sostenibles.
As a Business Partner to the geographical areas, the incumbent oversees the full scope of HR related strategies and activities. He/she guides the effective and efficient execution of HR best practices in support of business plans and needs while retaining alignment with the regional HR vision and direction.
Key Accountabilities – Provides leadership and functional expertise in the following areas:
Business Partner and Coach: Is the go-to person in HR for all staff without a local HR partner. Partners with local and sales leaders to understand local business needs, and defines/aligns human resources priorities to ensure achievement of business goals. Acts as trusted advisor and thought partner on operational business issues. Delivers feedback and coaches local team as required.
Talent Acquisition and On-Boarding: Drives talent acquisition in alignment with short and long-term business needs. Accountable for effective execution of the recruiting plan and the selection candidates from either internal and/or external talent pools. Ensures execution of employee on-boarding.
Compensation, Rewards and Benefits administration: Benchmarks (internally and externally) total compensation and reward practices to ensure market-driven pay and internal equity and to effectively attract, reward and retain our people. Works with regional team to leverage existing opportunities and best practices so that compensation is used as a tool to deliver business results.
Training and Development: Identifies training needs (Technical or Managerial) and works with local and sales leaders to set priorities to ensure that performance of workforce meet current and future organizational needs. Works with regional team to leverage existing opportunities and best practices.
Performance Management: Partners with local and sales leaders to drive a culture of performance; integrating our approach with the performance of the business to individual goal setting, mid and annual reviews, PIP, IDP, and rewards.
Talent Management/development: Drives the Talent management process for the geographies in scope, and the mobility of talents inbound and outbound of those geographies.
HR projects and initiatives: Partner with regional HR team to lead ad hoc projects related to employee engagement, organization and HR efficiency, or process implementation. Responsible for change management initiatives as required.
HR Processes, Planning & Implementation: Implements fit-to-purpose processes and systems to ensure the efficient and effective performance of the people related processes applicable to all areas involved. Implements metrics runs reports and analytics to measure value, efficiency and effectiveness of processes. Benchmarks best practices internally and externally and upgrades as needed/when appropriate.
Employee Communications and Engagement: Responsible for developing an integrated employee communications plan that aligns key elements of performance culture, talent management, individual development and employee engagement in line with the regional HR strategy and agenda. Leverages region communication tools locally in order to create ownership, drive commitment, and reinforce One Company culture.
Functional Competencies
Business Partner and Consultant
Builds and fosters strong trust-based relationships with clients.
Reads a situation and acts in manner so as to develop openness of clients to consider alternatives.
Acts as an advisor, pro-active partner and challenger to business clients in order to successfully drive the right outcomes
Confident: able to challenge leadership with facts.
Organizational Architect / Capability Builder
Analyses organizational issues and guides the alignment and implementation of effective organizational structures, systems and process to drive and support our business goals.
Understands the capability requirements for continued business sustainability and/or growth.
Partners with the business to attract, retain and develop the capabilities needed to meet current and future business demands
Culture Steward an Change Agent
Drives change by understanding the desired outcome, effectively managing stakeholders and mitigating barriers in order to realize the overall impact of the change.
Facilitates change by utilizing project management and change management techniques.
Champions Company culture through practices and processes that reinforce our value system and business imperatives.
Demonstrates comfort and openness to debating a topic in order to drive the right business outcome.
Demonstrates ability to work successfully across cultures and drive change.
HR Process Expert
Demonstrates solid knowledge of HR disciplines by executing flawlessly on HR fundamentals and introducing HR best practices.
Effectively leverages systems, metrics and technology. Ensures HR policies and processes meet the needs of the organization and are in compliance with regulatory requirements.
Aligns the Execution of HR initiatives to support and drive the business strategy.
Job Requirements
Experience, Knowledge, Skills and attributes
Demonstrated success running the full scope of HR disciplines and initiatives within an international environment.At least 4 to 5 years of progressive human resources generalist experience
Demonstrated experience in partnering with country level teams
Solid financial/business acumen.
Strong ability to align and drive HR practices to support the business goals.
Demonstrated ability to influence and drive organizational change.
Strong ability to analyze and manage numbers: Experience with spreadsheets, translating HR needs into a business case, driving HR metrics, managing budgets, and supporting recommendations to the business team.
Experience managing HR projects with little or no supervision.
Experience planning and executing the administrative side of HR
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