PeopleOS is a state-of-the-art Human Resource consulting firm that collaborates with organizations to provide
innovative solutions, enhance performance, and push the boundaries for their success.
The Human Resource Business Partner (HRBP) will serve as a strategic advisor and consultant to client organizations, offering tailored HR solutions and best practices. This role requires a mix of strategic HR planning, hands-on execution, and client relationship management to ensure impactful people outcomes across our client base.
Summary of Responsibilities
Strategic HR Planning and Consultation
• Act as a trusted advisor to client leadership on workforce strategies aligned with business goals.
• Design and implement HR strategies, including workforce planning, talent management, and succession planning.
• Provide insights on HR metrics and trends, delivering recommendations that drive growth and workforce optimization.
Full-Cycle Talent Acquisition and Onboarding
• Manage all aspects of recruitment, from role definition and job postings to interviews and final selection.
• Conduct onboarding to integrate new hires effectively, including orientation, culture alignment, and system setups.
• Ensure pre-employment background checks, verification, and paperwork are completed for compliance and security.
Performance Management and Coaching
• Design and implement performance management processes, including setting OKRs/KPIs, conducting reviews, and continuous feedback.
Employee Relations and Conflict Resolution
• Provide coaching to employees and managers, enhancing individual and team performance in alignment with client goals.
• Manage performance improvement plans (PIPs) to support growth and address performance issues proactively.
• Serve as the main point of contact for employee relations, addressing grievances, mediating conflicts, and resolving issues.
• Ensure a supportive work environment by conducting regular check-ins and implementing solutions to maintain morale.
• Develop and enforce employee relations policies in line with organizational culture and regulatory standards.
Learning and Development Initiatives
• Assess training needs and create customized L&D programs to support employee growth and capability enhancement.
- Coordinate with vendors or facilitate in-house training on leadership, technical skills, or compliance topics.
• Track and evaluate the impact of training on employee performance, providing reports to client
leadership.
Compensation and Benefits Management:
• Design and administer compensation plans aligned with industry standards, equity, and business objectives.
• Oversee payroll processing, resolve discrepancies, and manage employee benefits enrollment and inquiries.
• Provide insights on competitive compensation practices, recommending adjustments as needed for retention.
Policy Administration and Compliance Oversight:
• Develop, update, and enforce HR policies to ensure compliance with labor laws, regulatory requirements, and organizational standards.
• Serve as the compliance advisor, monitoring changes in employment law and updating policies to maintain legal compliance.
• Prepare and support audits as needed, ensuring that all HR operations and practices meet legal and internal standards.
HR Analytics and Reporting:
• Prepare comprehensive HR reports on key metrics, such as turnover, absenteeism, headcount, and engagement levels.
• Use HR data analytics to identify trends, inform strategic decision-making, and forecast workforce needs.
• Provide regular reports and insights to client leadership to support data-driven HR strategies.
Workforce Planning and Succession Management
• Work closely with leadership to plan for future workforce needs, aligning talent pipelines with business objectives.
• Develop succession plans for critical roles, ensuring business continuity and internal growth opportunities.
• Conduct talent assessments to identify potential gaps and address them through recruitment or development initiatives.
Health, Safety, and Wellness Programs
• Design and manage health and wellness programs, providing resources for mental and physical well-being.
• Conduct workplace safety assessments, emergency planning, and ergonomic evaluations.
• Promote and enforce health and safety protocols to ensure compliance with occupational health standards.
Change Management and Organizational Development
• Lead HR’s role in organizational change initiatives, from restructurings to policy roll-outs and culture shifts.
• Develop and deliver communication plans to guide employees and managers through changes smoothly.
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