The purpose of the HR Business Partner (HRBP) is to align business objectives with employees and management in the designated business units/account.  The HRBP formulates partnerships across the HR functions to deliver value-added service to management and employees that reflects the business objective of the organization. An HRBP is not only an administrative expert and a people champion, but also a change agent and a strategic partner for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results.

●  Act as primary connection for employees across the account and serves as a local liaison to HR functions ensuring that people-related issues are managed effectively.

●  Ensure all communications are responded to and acted upon by the concerned within established and acceptable timeframes.

●  Cascade updates on policies, processes and other important company communication

●  Report major issues and concerns that needs immediate attention of the Account Leadership and/or HR Director.

●  Acts as point of contact for all HR inquiries and complaints (compensation, recruitment, training, engagement) and works with the concerned HR unit to address issues

●  Proactively monitor employee issues or situations and conducts site visits to check on conditions/situations of employees as well as do sensing.

●  Establishe and maintain a good working relationship with the Account and the clients through proactive interaction and regular communication and feedback on operational issues, local regulations affecting employment, and other concerns.

●  Promotesand monitor implementation of talent engagement activities, gathers employee feedback and provides HR team information

●  Handle employee discipline issues and ensures compliance to due process as well as timely case resolutions. 

●  Work with HR Director and Legal Advisor in handling challenging cases.

●  Conduct learning sessions on employee discipline and due process to business unit/account managers and supervisors.

●  Implement the performance management process and timelines; ensures timely submission and conduct of employee performance evaluation/review.

Please refer to job description.