Business Partnering
– Act as a trusted business partner and coach to line management. Consult and support Line Managers across the business units.
– Focus on measuring the employee engagement of the business units and take actions necessary to improve it.
– Advise, coach and mentor management and HR team on people related issues.
– Act as change agent and facilitate transition.
Reporting & Compliance
– Join Key Meetings by presenting weekly HR priorities.
– Prepare and report WBR reports.
Employee Relations (ER)
– Support line managers in creating a culture of employee engagement. Reinforce at all times a culture of meritocracy, performance-focus and diversity. Act as an advisor to Line Managers in order to educate them and minimise risk.
– Ensure compliance with local law and Group policy throughout the employee lifecycle.
– Communicate and implement changes to HR policies and procedures.
– Ensure that the disciplinary procedure is properly applied before any employee is exited from the business.
– Manage outsourcing manpower vendors to meet the service standards and be cost effective.
– Create and review the Employee Policies to align with the Company policy and local laws & regulations.
– Organize team activities for Employee Engagement.
Training & Development
– Conduct training needs analysis each year to prepare the L&D proposal and calendar.
– Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible.
– Ensure training needs of key and high potential staff are identified and delivered. Ensure all key positions have identified successors.
– Track progress of HIPO employees and review their progress with line managers to go to assessment for next level.
– Prepare monthly presentations for Line Managers on people status (or regular basis).
Source: sa.linkedin.com
