Talent Acquisition:

Collect divisional manpower planning (MPP) updates from line managers.
Support Talent Acquisition by coordinating technical assessments, interview schedules, and candidate follow-ups.
Review workforce plans provided with HR Governance, including headcount forecasts, and attrition data.
Oversee the approval process for new requisitions and ensure timely communication of hiring needs.
Collaborate with Talent Acquisition to prioritize recruitment for critical positions based on Manpower plans.
Facilitate internal mobility and role restructuring in coordination with line managers.

Employee Engagement and Retention:

Ensure onboarding processes for new hires are seamless, addressing gaps or delays as they arise.
Support the onboarding process to ensure smooth integration of new hires.
Conduct onboarding follow-ups and launch retention-focused initiatives like career development discussions and mentorship programs.
Conduct 30-day and 90-day onboarding follow-ups with new hires.
Monitor employee satisfaction through Engagement surveys and address areas for improvement.

Performance Management:

Support managers in setting SMART goals, providing constructive feedback, and conducting performance reviews.
Support managers in conducting performance reviews and developing performance improvement plans.
Ensure alignment of team and individual goals with organizational objectives.
Ensure one-to-one coaching sessions between managers & employees to address specific challenges.

Talent Development:

Work with Talent Management to identify training needs specific to Stakeholders.
Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
Track attendance at training sessions and follow up with employees who miss mandatory programs.

Compliance and Policy Awareness:

Implement and monitor HR policies and procedures to ensure compliance and operational efficiency.
Conduct policy awareness sessions for managers and employees.
Ensure compliance with labor laws and regulations.

HR Operations:

Facilitate structured exit interviews to gather insights into turnover trends.
Act as the first point of contact for benefits-related queries, resolving common issues directly and escalating complex ones.
Act as the main point of contact for HR inquiries within assigned Stakeholders.
Address and resolve employee grievances and attendance issues.
Serve as the primary HR contact during crises, ensuring prompt communication of organizational updates.
Coordinate with line managers to address employee concerns and resolve immediate challenges.

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.css-o171kl{-webkit-text-decoration:none;text-decoration:none;color:inherit;}HR Business Partner