Human Resources Business Partner at People Capacity Management

STRATEGIC CONSULTING 

• Initiate, drive, and implement HR processes as defined by the business operations (e.g., performance management, annual compensation, training initiatives, etc.) 
• Work with the business unit to help implement HR policies and programs 
• Assess the current state of the business unit, proactively identify issues, and collaborate with other HRBPs to develop programs and solutions 
• Identify opportunities to support the business’s talent agenda and make recommendations to develop appropriate solutions 
• Understand the business unit’s operating environment and apply awareness of the business unit’s operational goals and objectives when implementing HR programs 
• Manages BU-specific HR and talent projects; keeps leaders apprised of progress, risks, etc. 
• Proactively identify, analyse, and assess any BU strategies/initiatives, etc. that may pose a risk to the organization and influence the plans needed to address the risks 
• Support the delivery of diversity and inclusion HR programs or initiatives 

HR OPERATIONS 

• Facilitate effective succession planning process and ongoing development conversations, partnering with business leaders to identify and proactively develop the next generation of leaders 
• Coach and advise line managers on organizational effectiveness and general HR issues, and provide basic Employee Relations guidance before escalating cases to appropriate parties 
• Monitor the performance management cycle throughout the year, promote manager and employee participation in performance management activities, and engage them to meet performance management deadlines and schedules 
• Resolve HR operations issues/problems for the business unit and liaise with the BUs\' information as necessary 
• Liaison between the business and Learning experts to identify talent business needs (learning, etc.) Oversee and streamline HR processes, including employee onboarding, offboarding, and record management. 
• Ensure compliance with company policies and labor laws 
• Maintain accurate employee records in HRMS systems 
• Manage HR software and ensure smooth operation of HR tools. 
• Support digital transformation initiatives within HR. 
• Track HR metrics, including turnover rates, employee satisfaction, and compliance KPIs, and provide reports to leadership for decision-making   

PAYROLL PERFORMANCE 

• Ensure accurate and timely processing of payroll for all employees 
• Verify payroll variables before deploying to the Compensation and Benefit Specialist 
• Stay updated on the changes in payroll-related compliance requirements 
• Address Employee queries related to payroll deductions and benefits 
• Investigate and resolve payroll discrepancies on time 
• Work closely with the ERP developers to streamline the payroll process 
• Ensure payroll expenditures align with the Company\'s financial planning  

HR AUDIT 

• Facilitate ISO annual audits, follow-up, and close all identified gaps, and ensure compliance with all ISO standards in the department 
• Handle internal investigations related to ethics, misconduct, or policy violations, provide recommendations, and ensure corrective actions are implemented. 
• Conduct periodic HRMS audits and ensure all employees\' data is up to date 
• Facilitate the annual financial Audit and ensure closing all identified gaps with HR before the publication of the Annual Financial Report 
• Facilitate the ICFR Audit and ensure all identified gaps are closed promptly 

SAFETY/OH&S 

• Cascade OHS objectives and track the objectives in their departments. 
• Support the implementation of the OHS management system in their respective departments 
• Implementation of PPE compliance where applicable. 
• Encourage employees’ consultation and participation in OHS. 
• Ensure employees are not exposed to a work situation that poses an imminent or serious danger to their life or health. Conduct departmental meetings and get feedback on OHS performance in the department.  

 Number of training executed 

• Training ROI 
• Training hours per employee/year 
• Ratio of new employees in a year to the number of inductions/orientations conducted 
• Amount of reimbursable cost claimed from the Industrial Training Fund (ITF) 
• Stages of the performance appraisal process completed 
• Report of job performance improvement noticeable/recorded during a specific period 
• Appraisal Circle completion and reporting 
• Policy reviews and implementation