HR Business Partner
Job Summary
Job Description
As the primary HR point of contact, you will align HR priorities with business goals, support leaders, and manage people-related topics. You will assist in talent reviews, identify skill gaps, and partner with Learning & Development. Drive employee engagement through surveys and activities, fostering an inclusive culture. Provide guidance on performance management, HR policies, and conflict resolution. Maintain HR dashboards, analyze data, and support change management, communicating HR programs to employees and managers. This role involves bridging the gap between the business and HR leadership, ensuring effective people management and a positive work environment.
Must have:
- Serve as primary HR contact for business teams.
- Translate business goals into HR priorities.
- Support leaders and managers in people-related topics.
- Facilitate workshops, training, and career development.
- Drive employee engagement actions and internal communications.
- Guide performance management, and employee relations
Job Details
- Act as the primary HR point of contact for assigned business teams.
- Understand business goals and translate them into aligned HR priorities.
- Support leaders and managers in managing people-related topics with confidence and consistency.
- Support talent review discussions and help build development plans for key roles.
- Work with managers to identify skill gaps and training needs.
- Partner with L&D to facilitate workshops, training programs, and career development initiatives.
- Drive employee engagement actions based on surveys and feedback.
- Coordinate engagement activities and internal communications in collaboration with business and HR teams.
- Promote an inclusive, collaborative, and high-performance culture.
- Provide guidance during the performance management cycle (goal setting, mid-year, and year-end reviews).
- Educate managers and employees on performance and compensation frameworks.
- Highlight outliers or concerns to senior HR and Rewards team.
- Advise managers and employees on HR policies, employee relations, and conflict resolution.
- Conduct investigations and support disciplinary procedures in collaboration with legal/ER experts when necessary.
- Handle day-to-day employee concerns with fairness and empathy.
- Maintain and update HR dashboards or trackers for key people metrics.
- Provide reports and insights to support business or HR reviews.
- Use data to identify trends and recommend people interventions.
- Support change management efforts during organizational changes, transitions, or rollouts.
- Communicate HR programs and policies clearly to employees and managers.
- Act as a bridge between business and HR leadership
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