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  • Posted: May 12, 2023
    Deadline: Not specified
  • Never pay for any CBT, test or assessment as part of any recruitment process. When in doubt, contact us

    Alan & Grant, is a Human Resources and Business Advisory firm. By combining creative and strategic minds, we co-create relevant and impactful solutions to our clients. ...additionally, we are developing capabilities to create and manage a portfolio of HR & Enterprise Products aimed at enhancing employee performance, business agility and overall pr...
    Read more about this company


    Senior Human Resource Business Partner

    Job Description

    HR Business Partnering

    • The Sr. HRBP will be a member of HR team and will report directly to the HR Director.
    • Business Partner with business units to integrate people strategies with overall organizational strategy.
    • Provide HR services as it relates to human resources programs and policies, often encompassing all areas of human resources.
    • Provide policy guidance and interpretation; recommend and implement changes as needed.
    • Analyses trends and metrics in partnership with the HR leadership to develop solutions, programs, and policies.
    • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
    • Ensure that people’s plans are aligned with global direction and shaped for unit needs.  Design solutions and, working with the business leaders, lead and drive delivery of the people plans and monitor progress and impact using milestones and KPIs.
    • Use the people plans as a context for effective implementation of people management disciplines such as compensation and benefits, succession planning, people development, and performance management to achieve business goals. 
    • Gather and analyze relevant data, trends, and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment, and capability development. 
    • Leverage the HR function to deliver effective and customer-focused HR Operations. 
    • Manage the organization’s performance management program, including communications, training, and monitoring.
    • Play a key role in ensuring coherent implementation of people plans and processes across the units within their area and ensuring they align with global direction.
    • Ensure efficient processing of HR administration for the client groups. 

    Capacity Building and Talent Development 

    • Create and execute learning strategies and programs. Translate the business/function strategy into long- and short-term people plans, which consider the organization’s leadership, capability, cultural, and structural development needs.
    • Evaluate individual and organizational development needs and lead, implement and manage staff development initiatives.
    • Deploy different kinds of learning methods to the organization, such as coaching٫ job-shadowing٫ online training, and so on.
    • Organize e-learning courses٫, workshops, and other training. Utilize the LMS (Learning Management System) capacity to provide training and development opportunities to global staff.
    • Coach and challenge leaders to support the development of leadership capability.
    • Leads the development of training and learning modules and mentoring and coaching tools.
    • Lead the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
    • Assess the success of development plans and help employees make the most of learning opportunities.
    • Help managers develop their team members through career pathing.
    • Gather and analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning.
    • Develop and deliver training programs, materials, and resources on a broad range of HR-related topics.
    • Provide guidance and input on restructuring, workforce planning, and succession planning: identify training needs and individual management coaching needs.
    • Provide catalytic support to enable business transformation. Work with business/function leaders to spot opportunities for organizational development, which will accelerate the delivery of business strategy. 
    • Interface with various levels within the organization to develop and lead training initiatives on a broad range of HR-related topics.

    Employee Relations 

    • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
    • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
    • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
    • Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.  
    • Serve as an initial point of contact for employee relations, including conducting exit interviews.
    • Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees.
    • Uses surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues. After analyzing the information, makes recommendations on changes.
    • Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.

    Supervision and Development

    • Supervises and trains the HR Business Partner


    • Bachelor’s Degree in Human Resources, Psychology, Law or relevant degree
    • 10+ years working in human resources
    • CIPMSHRM-SCP, SHRM-CP, SPHR or PHR certification
    • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
    • Experience in facilitating training.
    • Strong analytical skills and ability to interpret and communicate data.
    • Excellent customer service skills, including understanding users’ needs, offering solutions and following up to ensure end user success.
    • Initiative and drive to improve processes continuously and systems.
    • Solid project management skills including attention to detail, highly organized.
    • Strong problem-solving skills.
    • Proven ability to work effectively in teams and with individuals at all levels within an organization; understanding of cultural contexts.
    • Experience managing several tasks and priorities and exercise independent working; a self-starter.
    • Extensive knowledge of HR processes, procedures and policies.
    • Strong facilitation and communication skills

    Method of Application

    Interested and qualified? Go to Alan & Grant on to apply

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