HR Business Partner - International

Overview

• Provide HR guidance when delivering HR products and align products to department requirements to support the department in achieving its goals.
• Provide advice and guidance to managers on employee or organisational-related queries, whether approached directly or via HR Shared Services.
• Ensure HR matters are handled fairly and consistently in line with company requirements and local employment laws.
• Act as a point of contact and provide support on key HR projects or events. Support activities in the HR calendar such as the implementation of annual pay reviews (merit pot allocation), profit share, etc.
• Mediate complex issues and personalities and work closely with the line to enable them to manage investigations and hearings. Manage and resolve employee relations issues. Conduct effective, thorough, and objective investigations. Identify and escalate cases considered high risk to the appropriate manager and partner with the Employee Assistance Programme (EAP) to support managers and employees with specific needs or sensitive cases.
• Provide a targeted coaching and advisory service to managers on attendance management. In partnership with the line and HR Shared Services, manage cases of long- and short-term sickness absence, industrial injury, and occupational health referrals in accordance with company policy.
• Support the roll-out of organisational and HR change initiatives which have significant people implications. This includes organisational design, job role review, and job evaluation. Drive and communicate strategic and operational change within the business.
• Help drive organisational performance through performance management by working with line managers on goal setting, development planning, individual reviews, and the provision of relevant information in relation to trends and areas of focus or improvement.
• Provide relevant insights regarding engagement and departmental culture, based on interaction with employees through formal and informal channels, and become involved in projects focused on the improvement of departmental culture and/or engagement levels.
• Identify HR process improvements with a focus on customer experience, simplification, and efficiency. Develop and promote feedback mechanisms for employees and managers to influence the continuous improvement of HR services and processes. Lead or support change projects within the team through collaboration with colleagues.
• Support local and overseas recruitment campaigns, applying sound selection practices and methodologies to attract and appoint top talent into the business, coaching managers throughout the process. Identify training needs for business units and individual executive coaching needs and provide input to the HRBP in the development of the strategy.
• Build strong relationships and networks across the HR teams to ensure a seamless, quality-led service to the business.