HR Business Partner

You will be responsible for:

HR Management:

• Build and sustain effective relationships between HR and the designated Business Unit(s).
• Develop effective working relationships with the Business Unit Managing Director and management team.
• Contribute to strategic, operational, and human resource decision-making within the Business Unit.
• Implement and adapt to new processes as required.
• Convey HR management’s key messages to all employees.

Continuous Performance Management Cycle:

• Train and educate Business Unit Leadership and management on their responsibilities as people managers.
• Provide guidance and training to people managers on performance management tools and techniques.
• Drive people manager compliance in completing Continuous Performance Management actions.

Reward & Variable Pay Cycles:

• Train and educate Business Unit Leadership and management on the criteria and processes involved in annual salary reviews.
• Support people managers in making fair and informed decisions.
• Provide training on the structure and timing of variable pay cycles.

Data Driven HR Metrics & Insights:

• Generate insights and analysis from BUs and provide trends and metrics to HR management.
• Provide the Business Unit Director and HR Leadership with efficient, timely, and accurate information.
• Gather and monitor data on various HR processes.
• Analyse collected data to identify trends and measure the impact of HR initiatives.
• Create reports and dashboards to present findings to senior management.
• Ensure data integrity and BU compliance with GDPR.

Employee Relations Management:

• Function as the first point of contact for line managers regarding issues related to staff performance.
• Act as a mediator to resolve complex employee relations issues and address grievances.
• Provide support to managers in terms of employment legislation and dispute resolution.
• Function as a source of knowledge in relation to specific country legislation requirements, practices, and Collective Bargaining Agreements (where applicable).
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees.
• Partner with HR leadership and legal department as needed/required.
• Research the background to industrial relations disputes and attend meetings with staff and staff representative groups, as required.
• Attend external meetings and hearings at workplace tribunals and other third-party hearings, as appropriate.

Training & Development:

• Support BU leadership in identifying training and development needs for teams and individuals.
• Assist and advise on employee relations and employee welfare issues.
• Provide training on key HR and line management practices to BU leadership.
• Facilitate training programs through collaboration with Talent Development CoE.

Workforce Resourcing Support, Planning & Recruitment:

• Work with the business unit to build and maintain the workforce plan.
• Work closely with the Talent Acquisition CoE during key recruitment process.
• Support global mobility, secondments, and relocations through effective engagement with Global Mobility and Tax CoE’s
• Manage end to end redundancy, ramp-down and lay-off situations through effective engagement and planning with BU leadership.

Collaboration & Culture:

• Drive cross-functional collaboration through partnering with the various HR CoE’s.
• Build a network of contacts within the organisation.
• Promote and reinforce our company values, charter and culture.
• Implement and maintain the highest professional standards for all human resource activities.

Project Work / Ad Hoc:

• Contribute and lead as appropriate on Group HR projects, as requested.
• Work alongside support functions and site personnel to ensure employees are provided with the correct level of relocation support.
• Perform other duties of a related nature as may be required from time to time as assigned by HR Management.