Human Resources Professional Leading Organizational Success

Human Resources Business Partner

This role is responsible for aligning HR strategies and practices with the company's overall goals and objectives. The successful candidate will work closely with leadership to understand organizational needs and act as a strategic liaison between HR and business.

Key responsibilities include coordinating with team leads and managers to understand business direction and convert it into practical HR solutions, creating and executing workforce strategies that align with business objectives, overseeing employee concerns while ensuring adherence to HR policies and regulations, advising managers on best practices for performance management, focusing on assessing staffing needs for better workforce planning, developing and improving new and existing hiring practices, recognizing and nurturing talent across the organization, facilitating organizational change by communicating clearly with staff and addressing any resistance, examining HR metrics to spot patterns and provide insights that drive better decision-making and enhance HR processes, leveraging Human Resource Information Systems (HRIS) to streamline HR processes, managing employee data efficiently, and supporting data-driven decision-making.

The ideal candidate will have +5 years of experience working in Human Resources, a Bachelor's degree in HR, Business Administration, Psychology or a related field from an accredited institution, Masters degree and/or HR certification, proven experience as an HRBP, HR Manager, or in a similar HR leadership role, preferably within a fast-paced, creative, or digital environment, experience with HR software systems (HRIS) and HCMs, demonstrated experience working with HR and People Analytics, translating and interpreting analytical insights into actionable strategies, experience working on succession plans, workforce planning and RnR frameworks, strong understanding of HR processes and employment law, excellent communication, interpersonal, and leadership skills, and the ability to influence at all levels of the organization.

• Strategic Alignment: Coordinate with our team leads, managers and senior leadership to understand the business direction and convert it into practical HR solutions.
• People Planning: Create and execute workforce strategies that align with business objectives, covering staffing, recruitment, and succession plans.
• Employee Relations: Oversee and resolve employee concerns while ensuring adherence to HR policies and regulations.
• Performance Management: Advise managers on best practices for performance management, including setting goals, providing feedback, and conducting appraisals.
• Talent Acquisition: Focus on assessing staffing needs for better workforce planning. Develop, improve and optimize new and existing hiring practices.
• Talent Management: Recognize and nurture talent across the organization, focusing on succession and leadership development.
• Change Management: Facilitate organizational change by communicating clearly with staff and addressing any resistance.
• Data Analysis: Examine HR metrics to spot patterns and provide insights that drive better decision-making and enhance HR processes.
• HRIS Utilization: Leverage Human Resource Information Systems (HRIS) to streamline HR processes, manage employee data efficiently, and support data-driven decision-making.
• Consulting and Coaching: Offer expert support and advice to managers and staff on HR-related issues.
• Training and Development: Design and execute an effective training and development framework through well-planned modules and programs.
• Employer Branding: Promote and enhance the organization's reputation as an employer of choice by implementing effective employer branding strategies and initiatives.
• Compliance: Ensure all HR activities comply with relevant laws and regulations.

We offer a competitive salary and benefits package, opportunities for professional growth and development, and a collaborative and dynamic work environment.

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