HRBP Expert

Purpose of Job

Jobholders at this level are responsible for leading work activities and working autonomously with minor direction towards predetermined long-term objectives.

Jobholders might act as internal consultants and facilitators through providing guidance to deliver and perform operational activities.

Their main operational role includes input into HC strategy, validating positions, JDs, competency frameworks, and other OD issues, following up on recruitment activities, providing insights on talent management and career progression, taking active role in change management programs and initiatives, and supporting development of C&B strategy.

Job Responsibilites

HC Strategy

• Collect and communicate business needs with HC team to support the development of HC strategy and HC yearly master plan/programs
• Cascade HC strategy into business areas level and translate business priorities into specific HC initiatives
• Gather needed data from Business areas, communicate HC issues and provide insights to HC team to assess HC operational performance and accordingly provide support in the implementation of action plans
• Gather insights from related business areas for the development/update of HC documentation, communicate newly developed/updated policies and act as a focal point of contact for query clarifications
  
  
  

Organization Development

• Initiate requests for the creation/change of positions, validate the development/update of job responsibilities, and accordingly disseminate newly developed JDs to business areas
• Facilitate workshops with key stakeholders in related business areas to validate competency framework, competencies mapping and proficiency levels to jobs
• Identify and consolidate business areas’ workforce needs and support HC in the development of workforce planning tools and guidelines
  
  
  

Recruitment

• Collect recruitment needs from business areas and provide recruitment priorities for HC team based on approved workforce needs
• Initiate recruitment requisitions and, when needed, provide additional information related to requested jobs profiles
• Develop recruitment calendar for special recruitment initiatives and manage special recruitment distribution among business areas departments
• Follow-up with business areas on onboarding training programs
  
  
  

Employee Performance

• Gather insights from related business areas on the current performance management systems, key issues and challenges, and provide needed support and answer queries for the implementation of PMS
• Conduct meetings with business area to develop and validate individual KPIs and set targets
  
  
  

Talent Management

• Provide insights for career progression decision and for the identification of successors
• Conduct training needs analysis by coordinating with business areas to define employee’s development needs, and provide insights for the development of PDPs
• Coordinate with business areas for the identification and enrolment of talents in development programs
• Oversee and follow-up on the implementation of talent development programs and training plan and gather feedback regarding training efficiency
  
  
  

Engagement and Culture

• Provide input to identify change implications on the organization, support in the implementation of change management initiatives, and provide insights related to change management effectiveness
• Facilitate the implementation of employees’ engagement surveys and provide support for the development of culture change initiatives and help in the implementation
  
  
  

Compensation and Rewards

• Provide support in the development of C&B strategy and plan by conducting internal equity assessment
• Support in the implementation of rewards and recognition initiatives and provide insights related to rewards and recognition program effectiveness
  
  
  

Job Details

Communication and Contacs

Eductaion

• Bachelor’s degree in Human Resources Management, Business Administration, or equivalent is required
• Master’s degree in Human Resources Management, Business Administration, or equivalent is preferred
  
  
  

Experience

A minimum of 5 years of relevant experience

Competencies

Communication - Developing

General HC Knowledge - Advanced

Professionalism - Proficient

Project Management - Proficient

Coaching and Internal Business Consulting - Advanced

Results Oriented - Proficient

Customer Focus - Proficient

Negotiation and Influence - Advanced

Change Enabler - Developing

Information Systems Knowledge - Proficient