Human Resources Business Partner

หน้าที่รับผิดชอบ

• Manages multiple HR projects and diverse consulting relationships.
• Evaluates HR solutions provided to leadership team and advises on further improvement plans.
• Delegates line leadership team support quickly and effectively for HR issues.
• Consults with leaders on a wide range of HR issues.
• Maintain productive, long-term relationships with leadership team.
• Conducts periodic reviews of work effort, progress, issues, and successes.
• Creates opportunities based on business unit priorities.
• Communicates to leadership team regarding expectations of all parties.
• Establish collaborative, close alignment of people strategy amongst business functions.
• Monitors employee relations benchmark such as engagement, retention and turnover.
• Evaluates and updates practice for employee grievances, performance or disciplinary actions.
• Advises on employment rights when dealing with employee relations issues.
• Consults leadership team on effective employee relations practices and strategies.
• Plays a leadership role in delivery the full spectrum of employee relations functions.
• Lead, develop and execute talent development agenda with the partnership of Talent Partner to drive development of internal talent pipeline through talent review & succession planning with talent partner support.
• Evaluates all talent initiatives and ensures smooth processes for talent management programs.
• Alignment with Regional Talent Team on executional strategy and initiatives.
• Oversees the implementation of compensation programs within the organization.
• Advises the leadership team on compensation issues, such as pay structure.
• Alignment with Regional C&B Team on executional Strategy and initiatives.
• Plans, implements, and manages change in a variety of significant settings.
• Translates the desired organizational traits to tactical steps and procedures.
• Communicates impact of changes.
• Works with team to identify and remove obstacles to change.
• Monitors effectiveness of the change effort including extent of acceptance.
• Evaluates impact of changes outside across the organization.
• Uses effective decision-making approaches such as consultative, command, or consensus.
• Leverages experience in analyzing relevant data and assessing implications of alternatives.
• Identifies decision options and points and predicts their potential impact.
• Evaluates past decisions for insights to improve decision-making process.
• Makes sure assumptions and received wisdom are objectively analyzed in decisions.
• Identifies many possible causes for a problem based on prior experience and current research.
• Quantifies the costs, benefits, risks and chances for success before recommending a course of action.
• Seeks discrepancies and inconsistencies in available information; explains variances.
• Organizes and prioritizes the sequence of steps to be taken to remedy the situation.
• Approaches a complex problem by breaking it down into its component parts.
• Monitors organizational compliance of HR policies, standards and procedures.
• Advises on existing and evolving standards and procedures and their impact on HR operations.
• Evaluates the impact of standards and policies across functional specialties.
• Manages change and helps organization adjust to unforeseen HR issues that arise.
• Collaborates with other functions in establishing and documenting joint standards.
• Directs the development of organizational policies and practices.
• Advises on federal, state or local laws and applies them to the organization.
• Evaluates the organization's experiences and practices with associated legal ramifications.
• Monitors costs and the operational aspects of legal requirements.
• Facilitates compliance with regulatory and management reporting requirements.
• Anticipates and implements solutions to existing and potential legal problems.
• Collaborates with leadership team to formulate the organization's mission, vision and objectives.
• Advises on strategic HR operations planning within the organization.
• Provide guidance on forming relationships between HR functions and business units.
• Evaluates best practices of HR planning and development within the industry to learn their practices and rationales.