Within the HR department, the HR Business Partner is responsible for providing strategic and operational HR consulting and support to assigned business units, ensuring alignment of people management practices with company objectives and actively contributing to organizational success.
STRATEGIC BUSINESS PARTNERSHIP
The HRBP acts as a strategic consultant to managers of assigned business units, integrating the HR perspective into business decisions.
Develops and maintains collaborative relationships with managers of assigned business units, understanding their objectives, priorities, and specific challenges
Provides 360° HR consulting on all people management matters
Supports management decision-making processes and translates business strategies into concrete and measurable HR action plans
1. ORGANIZATIONAL CHANGE MANAGEMENT
The HRBP facilitates and guides organizational transformation processes, acting as a change facilitator, supporting the organization in adopting new strategies, structures, or processes.
Supports transformation by assessing the organizational impact of management decisions, identifying critical areas and resistance, and developing appropriate communication and change support strategies
2. EMPLOYEE RELATIONS AND ORGANIZATIONAL CLIMATE
The HRBP will serve as the reference point for labor relations matters, collaborating across all business lines to ensure an optimal work environment and regulatory compliance. This person will be responsible for advising and supporting in each business line on managing complex situations, collective bargaining, conflict resolution, and policy implementation. This role will involve establishing effective communication bridges, anticipating potential contingencies, and promoting practices that strengthen the employer-employee relationship.
3. COMPLIANCE AND REGULATORY CONFORMITY
The HRBP ensures compliance with labor regulations and company policies, guaranteeing full conformity with applicable labor laws and regulations
Provides guidance to managers on legal, regulatory, and procedural matters related to personnel management
4. COORDINATION WITH SPECIALIZED HR FUNCTIONS
The HRBP integrates specialized HR competencies to meet business needs
Talent Acquisition: Collaborates in defining staffing needs, target profiles, and recruiting strategies; participates in selection processes for critical roles; ensures effective integration of new hires (onboarding)
Learning & Development: Identifies competency gaps and training needs in assigned business units; contributes to designing development paths and training programs; supports implementation of upskilling and reskilling initiatives; monitors effectiveness of development interventions
Compensation & Benefits: Collaborates in managing compensation review and performance evaluation processes; provides input to ensure internal and external equity; supports communication and implementation of compensation and benefits policies; manages specific requests and situations related to compensation
Contributes to cross-functional HR projects by bringing the business perspective.
5. CROSS-FUNCTIONAL LEARNING & DEVELOPMENT COORDINATION
The HRBP will be responsible for coordinating the entire Learning & Development area across Water Tech in a transversal manner, working collaboratively with HRBPs from each business line. This includes:
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