About the Job
In this role, you will provide functional expertise and serve as a trusted, internal advisor on all human capital matters to the assigned business functions within the organization. Your focus will be on partnering with leadership and key stakeholders to develop and implement human capital strategies that drive talent management and enhance employee satisfaction, aligning closely with the strategic objectives of the business.
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Key Accountabilities
Strategic Contribution
- Ensure effective cascading of the functional strategy into department business plans for vertical alignment and horizontal integration with interfacing departmental strategies.
- Provide functional expertise and support the development and implementation of relevant key performance indicators (KPIs) across business operations.
- Act as an advisor to business area leaders to achieve human capital operational excellence.
- Counsel Business Area Leaders to maintain effective human capital operations aligning with business requirements.
People Management
- Lead the department to achieve assigned objectives by setting individual goals, managing performance, and motivating staff to maximize performance.
- Drive talent development initiatives in collaboration with technical experts to ensure talent availability for business needs.
- Model and reinforce organizational values and ethics to cultivate a value-driven culture.
Budgeting and Financial Planning
- Oversee consolidation of budgets, monitor financial performance versus budget, and identify opportunities for cost reduction or performance improvement.
- Provide support in preparing departmental budgets, including workforce planning analysis and cost-saving initiatives.
- Regularly review workforce costs, overtime, and other human capital-related costs, working closely with management to address cost challenges.
Policies, Systems, Processes & Procedures
- Ensure effective implementation of policies and controls across all department activities to comply with procedural and legislative requirements while delivering quality services.
- Improve human capital policies and facilitate their implementation to ensure consistent service delivery.
- Communicate newly established policies and support area managers with guidance on human capital challenges.
Business Partnering
- Conduct regular meetings with business units to address human capital matters, review reports, and provide solutions.
- Analyze trends and metrics from human capital dashboards to develop solutions and advise on policy changes.
- Provide coaching and guidance to employees on their career and work-life challenges while ensuring alignment with human capital policies.
Employee Relations
- Offer HR policy guidance on employee relations matters and advise line managers on challenges, aiding in the investigation and resolution of issues.
- Assist business area management with employment issues, fostering a strong understanding of supported areas.
- Analyze employee activity reports to propose solutions in collaboration with the head of human capital business partnering.
Performance Management
- Provide support in completing the performance management process, including training and consultation to ensure consistent execution.
- Participate in end-of-year calibration meetings to assist area leaders in the process.
Stakeholder Management & Communication
- Develop and maintain effective business relationships with internal departments and external stakeholders, upholding high ethical standards.
- Create and oversee communication plans that align with department objectives.
Continuous Improvement
- Lead the identification of opportunities for improving systems, processes, and practices aligned with global standards, productivity gains, and cost reductions.
Environment, Health & Safety
- Ensure compliance with relevant safety, quality, and environmental policies to guarantee employee safety and legislative compliance.
Data Management & Reporting
- Ensure timely and accurate preparation of reports that meet organizational requirements and quality standards.
- Maintain confidentiality of all work-related information and communicate it appropriately to relevant stakeholders.
- Manage the development of reports and presentations for leaders, including the Executive Committee and Board of Directors.
Minimum Qualifications:
- Bachelor’s degree in HR Management, Business Administration, or equivalent field.
Minimum Experience:
- 8 years of relevant experience in Human Resources Management, including at least 3 years in progressively increasing supervisory or managerial roles.
