HR Business Partner (For independent contractors)

These roles typically provide tactical support and work closely with a (Sr) HRBP or HR Manager. They provide operational HR advice to one or multiple functions/locations.

To support the function/location with day to day HR processes in partnership with the HR Business Partner.

To help deliver and implement HR products and services to your stakeholder group.

To support the Senior HRBP and HRBP with the people plan in function, for example: performance calibration, talent forums, training and development, and other people projects.

Manage employee related processes, including but not limited to recruitment, on-boarding and talent management processes.

To support the broader advisory function with the people plan in function, for example: performance calibration, talent planning, training and development, and other people projects.

Be the second line of support to queries that Ask. HR cannot answer immediately, by looking at legacy issues, patterns or further background. Where no policy exists, engage with COE or HR Operations.In charge of HR data reporting through People Dashboard, Workday reports, etc

Key Responsibilities

Business partnership/ stakeholders:

• Individual contributor who will partner with a dedicated number of People Managers and who is supported by a (Sr) HRBP/ (Sr) HRM.

• Support the (Sr) HR Business Partners in employee relations processes and cases including absence, performance management, disciplinary procedures and outcomes;

• Partnering and working closely with the HRBPs for their function, the HRBP I. would provide holiday coverage for a HRBP to ensure business continuity.

• Responsible for end to end delivery and adoption of critical People processes within the respective organisations you partner with (e.g. engagement conversations, performance optimization, implement programs that attract and retain talent).

• Stable part of the business unit supporting a (Sr) HRBP or HR Manager who is overall accountable.

• Transfers operational knowledge and skills to line management within your scope.

Complexity/ project management:

• Ensure key processes are managed and executed well and transactional tasks are executed timely.

Strategy and policy contribution:

• Contributes to review of existing HR policies, procedures and processes, guides operational implementation in broader business unit if no HRG is present.

Requirements of special knowledge/skills:

• Master degree

  
  

• 3-5 years HR experience

  
  

• Proactive, data-driven, takes initiative, able to multitask and prioritize with little supervision

  
  

• Experience working with multiple stakeholder groups