HR Business Partner, ICT

Role PurposeResponsible for aligning business objectives with employees and management within the designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. This is done through the ongoing efforts of streamlining HR functions, reporting on HR metrics, enhancing workforce retention, predicting staffing needs, managing termination processes, managing risk, ensuring staff wellness, and ensuring compliance regulations.Key Accountabilities &ActivitiesSupport in the development of HR strategies, policies, and practices.Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).Develops contract terms for new hires, promotions, and transfers.Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.)Consolidate workforce plan for assigned OpCo and ensure that workforce plan proposal is rationally justified from a business perspective, approved by all concerned parties, and finally reflected onto HRIS system.Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.Identifies training needs for business units and individual executive coaching needs.Analyze current over-time payments, incentives, and sales commissions, to ensure that they are in alignment with employee value proposition (EVP) and advise of any adjustments or enhancements needed, either from operational perspective, or introducing new schemes.Conducts weekly meetings with respective business units.Consults with line management, providing HR guidance when appropriate.Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.)Manages and resolves complex employee relations issues through conducting effective, thorough, and objective investigations.Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.Managing staff wellness initiatives.Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure complianceProvides guidance and input on business unit restructures, workforce planning and succession planning.Provides HR policy guidance and interpretation.Education And Certification RequirementsBachelor of Human Resources or Business AdministrationCIPD 5 or APTD (preferred)Experience5 to 6 Years

Desired Candidate Profile

Education:
Bachelor of Business Administration(Management)
Gender:
nm
Nationality:
Any Nationality