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HR Business Partner
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Select how often (in days) to receive an alert:RESPONSABILITIESMonitor, execute and support workforce plans (e.g. recruitment plans, development plans, capacity and utilization plans) with a good understanding of business targets. Engage and act upon full scope of the employee life cycle (from recruitment/onboarding, to career development, compensation and benefits and ending with departure). Act as a consultant/coach to managers and staff to increase organizational performance, improved personal/team performance, increase effective communications and improve relationships.
Act as a mediator and confidential sound board when issues arise between employee and manager; escalate issues when required. Organize, plan and lead activities that allow stakeholders to measure and increase staff engagement (i.e., engagement survey, HR statistics). Prepare (change) plans so that organizational, leadership and process changes are executed in a structured manner as well as communicated, understood, acted upon and delivered in a timely manner.
Provide recommendations to improve HR policies and procedures whilst analyzing potential exposures, bearing in mind the cost impact of the decisions taken. Ensure new HR programs are implemented. Compile accurate, compliant documentation to mitigate potential claims and/or damages to the organization by assessing risks and advising managers and employees on HR related issues (e.g., promotions, disciplinary issues, terminations) to meet external employment labor laws requirements and internal procedures.
Maintain in-depth knowledge of legal requirements; ensure local compliance requirements for HR processes (e.g., recruitment, training) and report non-compliance as necessary. Provide analytics and review with managers to make decisions on resource capacity planning, organizational design and implement the relevant strategy for sourcing and developing staff. Consult with leaders on performance based annual salary increases and Short and
Long Term Incentive Programs. Apply department Compensation Analysis benchmarks to drive recruitment and retention decisions. Prepare and analyze turnover data for management review.
REQUIREMENTSBachelor's degree. Solid HRBP experience. Full understanding of all HR functions and best practices, including employee relations, compensation, organizational development and leadership development.
Ability to build strong relationships with multiple stakeholders. Solid knowledge of labor legislation. Experience with HR metrics.
Advanced English level. Proficient in MS Office Package. Experience in o&g market or related industries is desirable.
