HR Business Partner

Описание

Overview

Required skills

Human Resources Management / strong English / strong

We invite an experienced HR Business Partner to join our big and skillful team!

This is an excellent opportunity to work for an international company in a team of true professionals. If you can think strategically and have an analytical mindset, like tackling challenging tasks, let’s cooperate!

Requirements

Requirements

At least 3 years of proven experience as a Business Partner, working with complex and large-scale processes Experience with the rapid and complex changing work environment Success in creating and driving effective development, employee relations, retention, and reward programs Strategic thinking Analytical mindset Ability to interface at all levels of the organization Bias for action, strong work ethics, and desire to achieve excellence Excellent communication and presentation skills Strong English, both written and spoken

Responsibilities

Responsibilities

Take part in developing an HR strategy and goals of the HR department, work on their prioritization based on the goals and demands of the company and the department assigned to you Ensure the realization of HR strategy and HR goals in the department assigned to you together with the HRPP team and People Managers of the department Organize effective work with the HR team assigned to your department: distribute tasks, control their fulfillment, consult, and be involved in solving all difficult, controversial, and conflicting questions. You are expected to be an immediate supervisor for HR People Partners of the department Provide guidance and input on workforce planning, organizational structure changes to be in line with business needs and requirements Assist in the measuring, validating, and testing of the effectiveness of metrics that are applied by the business to assess and drive productivity optimization Motivation: building a motivation model of the department’s employees, estimation of the employee’s motivation, risk estimation of an existing model, and developing a successful program of risk mitigation on a permanent basis, discussing them with the Delivery Manager Performance Management: Agree on collaborative actions regarding upcoming personal performance reviews (PPR) with Delivery Manager: approve PPR plan for a month, align action plan on complex issues, and align development plans/mentorship for Project Managers in the PPR process if needed Development and education: analyze the needs in the education of the department’s employees according to the department’s development goals and plans, coordinate them with the Training Department, approve with the Delivery Manager the development plans concerning people and budgets on education, control of the quality of education and analysis on development/education Retention: Provide the Delivery Manager with the consolidated information regarding risk status and status of Low Performers/Actively Disengaged people, agree on actions for the following month Rotations: consolidate information about all cases/demand in rotation, estimate the department’s risks that belong to unplanned rotations, organize the substitute plan Mentorship and coaching: Mentor Project Managers in integration activities, retention process, performance management Monitor, control, and optimize HR practices in cooperation with Practice Owners, initiate changes/improvements for current processes