Deputy Manager/Manager - HR Business Partner - Auto

Deputy Manager/Manager HR Business Partner - Only Female candidates should apply

Only Female candidates should apply

Strategic Partner

(a) Developing the next generation of leaders

(b) Refocusing organizational structure on strategic objectives

(c) Understanding how Biz HRs can support the business

(d) Understanding the talent needs of the business

(e) Adjusting HR strategies to respond to changing business needs

(f) Prioritizing across HR needs

(g) Identifying talent issues before they impact the business

(h) Identifying new business strategies

(i) Identifying critical HR metrics

(j) Creating a vision for talent strategy in the business unit

(k) Assessing the HR implications of strategic options

(l) Representing the BUs talent interests within the organization

Operations Manager :

(a) Communicating organizational culture to employees

(b) Assessing employee attitudes

(c) Tracking trends in employee behaviors

(d) Designing HR programs to support organizational culture

(e) Communicating policies and procedures to employees

(f) Keeping the line updated on HR initiatives

Emergency Responder :

(a) Quickly responding to line manager questions

(b) Quickly responding to complaints

(c) Responding to manager needs

(d) Responding to employee needs

(e) Preparing for different situations

Employee Mediator :

(a) Managing competing personalities in the organization

(b) Managing conflict between employees

(c) Managing conflict between managers

(d) Responding to organizational changes

(e) Resolving political problems in execution of biz plans

Summary of Key Competencies :

(a) Substantial business acumen

(b) Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy

(c) Ability to develop clear, actionable steps in support of an overall business strategy

(d) Ability to identify new ways for HR to support the business strategy

(e) Ability to collect and synthesize large quantities of quantitative and qualitative data

(f) Ability to recognize trends and develop recommendations based on data analysis

(g) Ability to engage, inspire, and influence people

(h) Ability to develop and deliver relevant, effective training programs to targeted audiences

(i) Effective team player and net-worker

(j) Strong interpersonal, communication, and customer service skills

(k) Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices

(l) Proficient in Microsoft Office

Principal Accountability :

(List the expected end results that must be achieved in order to fulfill your job purpose and the activities that help in achieving these results)

(a) Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes

(b) Support line managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy.

(c) Implement appropriate employee training and manage its delivery.

(d) Review key business performance targets and their related talent implications with business leaders.

(e) Facilitate long-term initiatives aligned with the strategic agenda.

(f) Assist business unit leaders in providing employees with development opportunities that align with current and future performance standards.

(g) Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of HR services and processes.

(h) Provide expert advice and coaching to employees when appropriate.

(i) Understand and solicit employee opinions and anticipate their needs and concerns.

(j) Review and benchmark the internal and external environment to improve HR policies and initiatives. Confidential C

(k) Identify and drive the sharing of best practices across functions to facilitate continuous improvement.

(l) Act as a liaison between the line and HR to ensure that HR services are aligned with internal biz needs.

(m) Identify new opportunities for HR to add value to the business.

(n) Maintain knowledge of progressive HR practices and key trends.

(o) Facilitate a strong leadership and coaching culture.

(p) Manage specific projects as determined in the annual HR operational plan and contribute to functional and cross-functional initiatives.

Key KPIs :

(a) Customer Metrics

(i) Customer satisfaction with HR service experience and HRs ability to meet its users needs.

(ii) Effective customer focused metrics at identifying improvement opportunities to enhance quality of HR services from general to specifics.

(b) Process Metrics

(i) Measures output and efficiency of HR processes and address high-level issues.

(ii) Identifies opportunities to improve HR processes and delivery mechanisms

(iii) Insights.

(c) Talent Metrics

(i) To identify competency gaps in company's workforce, recognize implications of different hiring, attrition and promotion strategies, and seek to understand talent characteristics that fosters high performance.

(ii) Quantifies strength of talent pipeline and identify improvement opportunities that will help with overall retention and employee productivity.

(d) Financial Metrics

(i) Quantifies the cost and impact of HR processes and programs (cost of turnover, training spend per employee, ROI of HR initiatives, realization of biz case savings from HR Transformation projects).

(ii) Insights on monetary success of a program relative to industry benchmarks or established goals.