Human Resource Business Partner at Vantegral Consulting

The HRBP is responsible for developing and delivering people management strategies to support corporate goals and is expected to contribute at both strategic and operational level. The job holder will provide expert professional support and advice to managers and staff on all aspects of people management including performance management, leadership and career development, rewards and compensation, and employee relations amongst others, fully reflective of the organizational strategy, employment legislation and best practices.

Duties/Responsibilities:

• Develop and implement HR strategy and plan to support the over all strategic goal, including the management of budgets and resources.
• Continually look for ways to develop and embed employee value proposition and employment brand in line with the corporate strategy.
• Ensures values and culture are clearly defined and imbibed.
• Provide professional advice in policy development; ensure adherence to HR policies.
• Work with staff, senior management and executives to identify emerging
• issues and needs, and develop, implement and monitor approaches to address them.
• Coordinate HR unit employee communications strategies including the
• intranet, newsletter and other forms of communication to staff.
• Devise and implement strategies to identify and manage talent, succession, organizational design, and workforce planning.
• Build and strengthen staff competencies through appropriate learning and development initiatives.
• Drive capability building, learning and development to address capability gaps and develop a learning culture.
• Develop and deliver leadership development programs.
• Work with staff, managers and executives to develop and implement employee wellness initiatives and strategies.
• Deliver regular management reports to the Executive and the Managing Director.
• Present briefings and proposals on HR initiatives in key areas of responsibility to senior management and executives.
• Manage employment risks and play an advisory role on employee performance issues to the Managing Director, Heads of Department and line managers.
• Provide guidance to managers on recruitment including appropriate methodology.
• Provide benefits and compensation advisory support to management.
• Drive and monitor workforce performance; support management via the provision of insightful reports and feedback on workforce performance and the performance management system.
• Ensure accountability of management in carrying out roles and responsibilities in the performance management system, and incorporate changes as required through assessment of the system.
• Oversee the provision of ongoing performance management information and training for managers and staff.
• Support and equip managers to manage performance.
• Improve, measure and provide feedback to management on employee engagement, and provide clear links to organizational performance.

Required Skills/Abilities:

• 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.

Education and Experience:

• Bachelor’s degree in HR Management or a relevant discipline is required.
• MBA (Human Resources Management).
• Professional HR certification is mandatory – CIPM, CIPD.
• Human Resources Management Expertise & Practice
• Strategic Planning & Management
• Leadership & Administration
• Change Management
• Team Building and Management
• Mentoring / Coaching Skill
• Analytical Skill
• Problem-solving and Decision-making
• Relationship Management
• Critical Thinking
• At least 8 years’ experience across HR disciplines including compensation and benefit management, organizational planning, organizational development, employee relations employee development, , policy development and administration, industrial relations, etc.
• Providing HR advisory support at management level and driving change
• Good working knowledge of HRIS; proficient in the use of MS Office applications
• Experience in the development and implementation of HR policies and procedures
• Excellent inter-personal, communication and leadership skills
• Assertive and driven
• Resilient and committed
• Inspires and nurtures growth
• Integrity and ethics
• Occasional travel may be required.