HRBP – Operations
Team Reactivate
Total des années d'expérience :15 years, 1 Mois
• Strategic Planning: Collaborating with senior management to understand business objectives and develop HR strategies aligned with organizational goals.
• Employee Relations: Handling employee relations matters, including conflict resolution, disciplinary actions, and employee grievances.
• Performance Management: Implementing performance management processes, including goal setting, performance appraisals, and career development plans.
• Talent Management: Overseeing talent acquisition, retention, and succession planning efforts within the organization.
• HR Policy Development and Compliance: Developing and implementing HR policies and procedures to ensure compliance with employment laws and regulations.
• Data Analysis: Analyzing HR metrics and data to identify trends, patterns, and areas for improvement in HR processes and practices.
• Change Management: Facilitating organizational change initiatives and managing communication strategies to ensure smooth transitions.
• Training and Development: Collaborating with training and development teams to identify skill gaps and implement training programs to address organizational needs.
• Employee Engagement: Developing and implementing initiatives to enhance employee engagement, morale, and satisfaction.
• HR Technology Management: Utilizing HRIS (Human Resources Information Systems) and other HR technologies to streamline HR processes and enhance data management capabilities.
• Collaborating with business leaders: Worked closely with department heads to understand their needs and provide HR guidance in areas such as talent management, performance management, recruitment and organizational development.
• Strategic planning: Contributed to the development and implementation of HR initiatives that support the organizations strategic goals, such as workforce planning, succession planning, and change management.
• Employee relations: Handled complex employee relations matters, provide coaching to managers, and ensure fair and consistent application of HR policies and practices.
• Talent acquisition and retention: Played a vital role in recruitment efforts, workforce planning, and retention strategies to attract, develop, and retain top talent.
• Data analysis and reporting: Driven the data to identify trends, measure HR program effectiveness, and provide insights to drive informed decision-making within the business.
• Compliance and risk management: Ensured that HR practices comply with relevant employment laws and regulations, and mitigate HR-related risks for the organization.
• Recruitment and onboarding: Managing the recruitment process, conducting interviews, and facilitating the onboarding of new employees.
• Employee relations: Handling employee queries, addressing grievances, and promoting positive employee relations within the organization.
• HR policy and procedure implementation: Assisting in the development and
implementation of HR policies, procedures, and programs.
• Performance management: Supporting the performance appraisal process, providing guidance to managers, and facilitating performance improvement plans when necessary.
• Training and development: Identifying training needs, coordinating training programs, and
assisting in employee development initiatives.
• HR administration: Maintaining employee records, handling payroll and benefits administration, and ensuring compliance with relevant employment laws and regulations.
• Employee engagement: Contributing to initiatives aimed at enhancing employee morale, satisfaction, and overall engagement.
• Handling customer inquiries: Addressing customer questions, concerns, and complaints via phone, email, or in person, and providing appropriate solutions or responses.
• Resolving issues: Working to resolve customer problems, complaints, and escalations while maintaining a professional and empathetic demeanor.
• Product knowledge: Developing a deep understanding of the company's products or services to accurately address customer inquiries and provide relevant information.
• Communication: Exhibiting strong communication skills to interact effectively with customers and, when necessary, liaise with other departments to resolve customer issues.
• Documentation: Accurately documenting customer interactions, feedback, and complaints for further analysis and improvement of customer service processes.
• Upselling and cross-selling: Identifying opportunities to promote additional products or services to customers based on their needs and interests.
• Office management: Overseeing day-to-day office operations, including managing office supplies, facilities, and equipment.
• Correspondence and communication: Handling incoming and outgoing communications, including emails, phone calls, and official correspondence.
• Record keeping: Maintaining and organizing office records, including personnel files, financial records, and other important documentation.
• Administrative support: Providing support to staff members, including scheduling meetings, making travel arrangements, and assisting with various administrative tasks.
• Coordination: Coordinating office activities, meetings, and events, and ensuring that
necessary resources are available.
• Policy adherence: Ensuring compliance with company policies and procedures, as well as relevant regulations.
• Reporting: Compiling HR-related data and preparing reports for management as required.