- As a Solutions provider we take a proactive approach in supporting our stakeholders with all their needs from performing an extensive analysis to devising strategies and coming up with optimum solutions.
- We believe in anticipating the needs of our business partners and always staying one step ahead.
- We are an Equal Opportunity Employer; we recognize the Value of Inclusion & Diversity in our work culture
- We have a flexible and collaborative work culture
- We take great pride in strengthening the communities we serve
We are seeking a dynamic HR Business Partner (HRBP) with 0–3 years of experience to join our Human Resources team. In this role, you will work closely with business leaders and employees to align HR strategies with business objectives, support organizational effectiveness, and foster a high-performing, engaged workforce.
This is a great opportunity for an HR professional who enjoys both strategic influence and hands-on execution across the employee lifecycle.
- You will partner with and support leaders across our business unit on all people related matters. Besides driving the delivery of the annual HR cycle, on daily basis you will find yourself coaching leaders on building high performing, resilient and diverse teams.
- You will interpret local policy and provide advice on addressing performance issues. This and anything related to the local deployment of our people strategy will be within your remit. You will furthermore be the owner of delivering great employee experience in the BU you partner
- Review and analyze business metrics including data on retention and employee experience to recommend systemic improvements.
- Partner with the business to lead both annual and mid-year review processes which focus on performance management and talent development.
- Highlight risks to stakeholders and propose action plans wherever needed.
- Act as a trusted advisor to managers and employees on HR policies, employee relations, and performance concerns.
- Handle employee grievances and disciplinary actions in compliance with company policies
- Promote and support employee engagement initiatives and feedback mechanisms (e.g., pulse surveys, action planning).
- Drive the performance management cycle (goal setting, mid-year and annual reviews, feedback culture).
- Ensure data accuracy in HRIS and maintain confidentiality of employee records.
- Use data to identify trends in attrition, engagement, DEI, and workforce productivity.
- Prepare reports and presentations for leadership as needed.