Manager - HRBP

Job purpose The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. Key responsibilities ? Employee Administration: Timely manage global employee’s administration and labour regulations & Globalisation – facilitating work across globally diverse, virtual, cross organizational teams. ? Recruitment: Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs. Actively participates in annual budget planning/labor forecasting process with business partners. ? L&D: Identifies training needs for business units and individual executive coaching needs. Develop Content and Conduct trainings, participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. ? HRMS / HRIS & Payroll: Partners with Payroll; HRIS; and Compensation and Benefits functions as needed to provide solutions. Ensure to test, evaluate and implement the new HRMS project for HTIC Global. Duties ? Conducts weekly meetings with respective business CEO’s. ? Maintains in-depth knowledge of UAE & India legal labour requirements related to dayto-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. ? Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). ? Works closely with management and employees to improve work relationships, build morale, culture, and increase productivity and retention. ? Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs. Actively participates in annual budget planning/labor forecasting process with business partners. ? Performs talent acquisition for assigned client base. Source & Prescreens candidate applications and resumes for required skills; experience and knowledge to fit position requirements. Makes referrals to hiring manager and ensures efficient turn-around activity. ? Actively participates in recruitment campaigns; job fairs; college relations programs; general networking; etc. to ensure robust candidate pipeline. ? Grows and conserves network of contacts to help identify and source qualified candidates. Leverages on-line recruiting resources; employee referrals; network referrals; etc. to identify and recruit “best in class” talent. ? Facilitates process of candidate selection; interviewing; job offer; background check; and candidate on-boarding details & Develops contract terms, offer letters for new hires, promotions and transfers. ? Co-facilitates New Employee Orientation (NEO) program for new hires. ? Remains current on trends and innovative recruiting techniques in order to compete in market and within industry. ? Leads and/or supports annual HR cycle deliverables to include performance management; merit and bonus awards; benefits enrollment; etc. ? Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e. training to address certain needs. ? Partners with Payroll; HRIS; and Compensation and Benefits functions as needed to provide solutions for clients. ? Ensure to test, evaluate and implement the new HRMS project for HTIC Global. ? Assists international employees with visa process, renewals, and related HR matters & work hand in hand with our PRO to get all HR related administration work completed in a timely manner. ? Provides guidance and input on business unit restructures, workforce planning and succession planning. ? Identifies training needs for business units and individual executive coaching needs. ? Develop Content and Conduct trainings, participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. ? Consults with line management, providing HR guidance when appropriate. ? Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. ? Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. ? Performs other related duties as assigned. Qualifications Education: MBA in HR stream/ Graduation in any stream with minimum 50% Skills: ? Organizational Development mindset – thinking systemically and holistically, thinking about relationships and groups as well as the individual, thinking about culture as wells as capabilities ? Data analytics – being able to make sense of the rapidly increasing amounts of data being generated by individuals and organizations. ? Agility – “The ability to spot opportunities and threats, and act to implement change quickly” Additional requirements ? Excellent verbal and written communication skills. ? Excellent interpersonal and customer service skills. ? Excellent organizational skills and attention to detail. ? Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. ? Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. ? Excellent time management skills with a proven ability to meet deadlines. ? Strong analytical and problem-solving skills. ? Proficient with Microsoft Office Suite or related software.

Direct reports HR executive, HR Admin, Admin staff