Human Resource Business Partner

• A Degree in Human Relations Management or a related course.
• Minimum of 4 years’ experience in a similar role.
• Working knowledge of human resource best practices, including performance management, compensation practices, employee relations, and employment laws.
• HR Professional credential.
• Membership in a professional association is a plus.

Required Skills:

• Excellent verbal and written communication skills.
• Proficiency in data analysis and interpretation.
• Familiarity with HR systems, tools, and processes.
• Strong decision support capabilities through data-backed recommendations.
• Project management skills related to HR initiatives and strategic objectives.

• A Degree in Human Relations Management or a related course.
• Minimum of 4 years’ experience in a similar role.
• Working knowledge of human resource best practices, including performance management, compensation practices, employee relations, and employment laws.
• HR Professional credential.
• Membership in a professional association is a plus.

Required Skills:

• Excellent verbal and written communication skills.
• Proficiency in data analysis and interpretation.
• Familiarity with HR systems, tools, and processes.
• Strong decision support capabilities through data-backed recommendations.
• Project management skills related to HR initiatives and strategic objectives.

• The Human Resources Business Partner (HRBP) is a role that combines strategic human resources management with a strong analytical focus to drive organizational success.
• This professional serves as a key strategic partner to business leaders, contributing expertise in human resources while leveraging analytical insights to inform decision-making.

Strategic HR Partnership:

• Collaborate with the Head of Corporate Services to comprehend organizational goals, developing and implementing HR strategies aligned with these objectives.
• Leverage analytical insights to assess the effectiveness of current HR strategies and recommend enhancements.

Employee Engagement and Development:

• Partner with senior management to devise and implement initiatives that enhance employee engagement, satisfaction, and retention.
• Identify training needs through analytics, working with the HR team to design and deliver relevant training programs.
• Utilize data-driven insights to inform career development initiatives and plans for employees.

Talent Acquisition and Performance Management:

• Work with hiring managers to identify staffing needs and lead the recruitment and selection processes.
• Collaborate with senior management to set performance expectations, monitor performance, and provide guidance on performance management processes.

Compensation and Policy Development:

• Provide analytical guidance on compensation strategies, ensuring salary and benefits packages are competitive and aligned with organizational goals.
• Collaborate with the Head of Corporate Services to develop and implement HR policies and procedures, ensuring compliance with relevant laws and regulations.

Succession Planning and Data-Driven Insights:

• Implement succession planning strategies to ensure a smooth transition for critical and non-critical roles.
• Provide regular, data-driven insights to senior management, supporting informed decision-making.