Global HR Business Partner
Classera
Total years of experience :10 years, 1 Months
• Assists an organization with strategic planning to guide them from their current state to their desired state/vision.
• Identifies and gathers necessary and accurate information needed to clarify an issue or make a decision, including research studies, benchmarking, or best practices research.
• Understands management and organizational principles pertaining to areas of responsibility in order to • plan and conduct assessments of organizational operations.
• Develops customized training to fill organizational gaps.
• Recognizes and plans for challenges associated with undertaking business process redesign and change management efforts.
• Assesses the readiness for change of people and organizations prior to implementing any change activities.
• Articulates the importance of the role of organizational development.
• Understands organizational development as an applied social science and how the concepts and theories can be applied to organizational change to achieve greater effectiveness.
• Conducts appropriate analysis to gather data about the organization's current state (e.g. needs assessment).
• Proposes and/or implements appropriate team-building initiatives that encourage shared vision.
• Assesses operations and workflows to provide guidance on the most effective design for the organization.
• Aids the organization in developing techniques and activities that foster positive change.
• Works with the organization to evaluate implemented organizational changes.
• Streamline and optimize operational processes to enhance efficiency and effectiveness.
• Monitor and analyze key performance indicators to drive continuous improvement in operations.
• Provide expert consultation to leadership on organizational development matters.
• Conduct needs assessments and recommend tailored solutions to address organizational challenges.
• Collaborate with cross-functional teams to drive successful change management strategies.
• Mentor and develop team members, fostering a culture of growth and collaborations.
• Provide guidance on professional development opportunities for team members.
• Utilize data-driven insights to make informed decisions and measure the impact of organizational development initiatives.
• Ensure compliance with employment laws and company policies.
• Develop and implement HR policies and procedutes as needed.
• Work collaboratively with other departments to align HR strategies with overall business objectives.
• Provide Human Capital Strategic Support.
• Apply the principles and practices of Human Capital Management to analyze and evaluate a variety of data in support of hiring, workforce planning and customer service initiatives for the agency.
• Results of the work will have long term effects on the success of the quality of its workforce plan.
• Apply data analytics in the collection and analysis of data used to manage inquiries and office dashboards that convey the status of recruitment activity, agency workforce levels and other HR data management requirements.
• Managing staffing, recruitment, and department budget. Initiates reviews of HR components to determine program effectiveness and use of resources, analyzes and presents data based on findings and recommendation appropriate actions for improvement.
• Work also involves the development, evaluation and implementation of new or revised programs related to strategic workforce planning and ensures that designated program, policies and guidance are implemented in accordance with policy objectives and overall objectives of the Department and the Federal Government.
• Communicate with co-workers, supervisors, and employees in performing human capital advice and assistance work. Prepares reports, letters, or other documents to convey information related to human capital management.
• Reviews and recommends changes to institutional policies and procedures for compliance with human resources rules and regulations.
• Plan and coordinate an organization’s workforce to best use employees’ talents.
• Enhances the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Bridge management and employee relations by addressing demands, grievances or other issues.
• Manage the recruitment and selection process.
• Support current and future business needs through the development, engagement, motivation and preservation of human capital.
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization.
• Nurture a positive working environment.
• Oversee and manage a performance appraisal system that drives high performance.
• Maintain pay plan and benefits program.
• Assess training needs to apply and monitor training programs.
• Report to management and provide decision support through HR metrics.
• Ensure legal compliance throughout human resource management.
• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Prepares employees for assignments by establishing and conducting orientation and training programs.
• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
• Completes human resource operational requirements by scheduling and assigning employees; following up on work results.
• Maintains human resource staff by recruiting, selecting, orienting, and training employees.
• Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
• Contributes to team effort by accomplishing related results as needed.
• Managing and updating the recruitment cycle.
• Managing and auditing payroll and monthly pay plans with the finance department.
• Updating policies and procedures and internal bylaw in coordinated with the state-federal laws and regulations.
• Managing benefits and compensation plans.
• Developing business orientation to be conducted for new hires.
• Conduct research and studies for development processes.
• Updating organisational structure.
• Conducting enhancements in the work environment.
Jordan
• Managing the recruitment full-cycle.
• Managing employee relations and internal law.
• Managing end of year and mid of year compensation and benefits.
• Managing time attendance.
• Conduct orientation for new hires.
• Managing termination process.
• Managing and updating organisational structure for all departments and Jordan’s branches.
• Managing HR audits and CAPA management and compliance.
• Managing training and development needs to complete action items.
• Performance management and evaluations.
• Managing payroll bank accounts.
• Creating and updating policies and procedures.
• Design and implement overall recruiting strategy.
• Develop and update job descriptions and job specifications.
• Perform job task analysis to document job requirements and objectives.
• Prepare recruitment materials and post jobs to the appropriate job board.
• Source and recruit candidates by using databases.
• Screen candidates resumes and job applications.
• Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates within schedule.
• Assess applicants “relevant knowledge, skills, soft-skills, experience and aptitudes.
• Onboard new employees in order to become fully integrated.
• Monitor and apply HR recruiting best practices.
• Provide analytical and well documented recruiting reports.
• Act as a point of contact and build influential candidate relationships during the selection process.
• Promote the company's reputation.
• Design and implement overall recruiting strategy.
• Develop and update job descriptions and job specifications.
• Perform job task analysis to document job requirements and objectives.
• Prepare recruitment materials and post jobs to the appropriate job board.
• Source and recruit candidates by using databases.
• Screen candidates resumes and job applications.
• Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates within schedule.
• Assess applicants “relevant knowledge, skills, soft-skills, experience and aptitudes.
• Onboard new employees in order to become fully integrated.
• Monitor and apply HR recruiting best practices.
• Provide analytical and well documented recruiting reports.
• Act as a point of contact and build influential candidate relationships during the selection process.
• Promote the company's reputation.
