Human Resource Business Partner

Scope and Impact


The Human Resource Business Partner will be primarily responsible for effective staffing across the organization by evaluating, planning, and reviewing the structure and personnel needs of individual departments and teams, continuously optimizing them to meet the company's business requirements.
The HRBP is tasked with ensuring that all manpower requisitions, recruitment policies and procedures, as well as departmental structures throughout the organization, align with the needs, goals, and objectives of individual departments and the entire organization.
They will comprehend and interpret all operations within each department and ensure that the necessary structures and resources are established to achieve set objectives. The HRBP will be responsible for mapping, strategizing, and evaluating the company's workforce, planning departmental structures, and ensuring all approved structures are fully optimized and functional.


Key Responsibilities


Collaborate with hiring managers to develop and implement compelling recruitment strategies and tactics to source, screen, and select a highly talented and diverse workforce efficiently, cost-effectively, and promptly.
Conduct periodic reviews of all department structures to ensure they align with business trends and objectives
Develop and implement a progressive sourcing strategy tailored to each individual department to increase diverse talent acquisition and retention.
Create and drive unique, innovative recruitment plans to build a continuous pipeline of applicants for available/future needs of each department, as well as maintain a healthy talent pool for replacement needs.
Design and implement standardized and well-structured succession and replacement plans to continuously meet the manpower needs of each department
Analyze the recruitment process to identify efficiency and improvement opportunities and periodically provide unit activity reports for management.
Analyze recruitment trends and activities per department and periodically provide reports to management based on findings and recommendations.
Analyze the recruitment process to identify efficiency and improvement opportunities and periodically provide unit activity reports for management.
Oversee recruitment efforts and teams; stay current on trends and innovative recruitment techniques to compete in the market and within the industry.
Analyze recruitment trends for attracting the best talent through research and leverage acquired data to build and expand metrics that measure effectiveness
Design competency frameworks for all new roles co-identified with line managers
Ensure all compensation structures for new/vacant roles are benchmarked
Oversee the Talent Acquisition unit's procedures and team members, strategizing measures and tactical approaches to improve the organization's employment life-cycle
Ensure and take charge of brand employee awareness that enhances attracting the best candidates.
Oversee the Talent Acquisition unit's procedures and team members, strategizing measures and tactical approaches to improve the organization's employment life-cycle
Develop and implement a progressive sourcing strategy to increase diverse talent acquisition and retention.
Create and drive innovative recruitment methods to build a continuous pipeline to reach passive job seekers and to source difficult-to-fill positions.


Requirements


At least 3-5 years post-graduation experience with cognitive experience in full life-cycle talent acquisition.
A Bachelor's degree in Human Resources Management or any other related field. Additional years of relevant experience may be substituted in lieu of a degree.
Excellent knowledge of MS Office - Additional qualification and recognized professional certification (e.g. CIPD, CIPM, PHRi, SPHRi) will be an advantage.