HR Business Partner - Retail/Online

HR Business Partner Job Brief

- A qualified HR business partner will oversee all human resources functions to ensure they are aligned with our goals and provide advice to senior business leaders.

- The senior HR business partner will also be responsible to foster a healthy culture of continuous improvement by ensuring high retention rates of our workforce. This includes inculcating training programs, developing healthy employee relations, and maximizing employee productivity.

- The experience as an HRBP will add value to our organization by ensuring a diversified workforce and regulatory compliance.

- An ideal candidate needs to have at least 5 years of experience in people management, strategic planning, and HR practices. You will be reporting to the Board of Directors and determining the strategic resources.

- As an HR business partner, you need to have a solid grip in communication skills to resolve employee relations issues, a thorough understanding of business functions, good interpersonal skills, and excellence in strategy development.

- Other than this, a reliable HR business partner should focus on improving our business objectives and provide daily HR guidance for employee development.

Responsibilities

- Ensure diversity in the workforce by hiring, engaging with, and retaining top talent.

- Onboard new employees with HR policy guidance.

- Report to relevant business units and business leaders every week.

- Provide consultation to the line manager on coaching and career development.

- Analyze trends and relevant HR metrics to develop solutions, HR programs, and policies.

- Identify trends and needs for training programs

- Identify new roles, schedule interviews, and follow up to ensure successful outcomes.

- Ensure healthy employee relations.

- Develop a solid HR strategic plan for talent acquisition.

- Maintain a thorough understanding and knowledge of legal requirements to ensure regulatory compliance and reduce legal risks.

- Resolve employee issues and grievances and conduct unbiased investigations.

- Suggest new HR strategies, policies, and agenda for continuous improvement.

- Monitor and report on workforce and succession planning.

- Structure compensation, payroll, benefits, and other perks & packages.

- Act as a change agent and single point of contact for employees and managers in the business unit.

- Build a strong business relationship with the line management.

- Manage and lead a team of HR Consultants

- Build credibility with clients by providing insight and guidance on HR or broader business issues.

- Make recommendations to the business structure over time.

- Take lead for the deployment of HR initiatives internally and globally.