People Success Business Partner

The People Success Business Partner (PSBP) manager is in charge of matching business objectives with employees and management in selected business units. The job creates partnerships throughout the HR function to provide value-added services to management and employees that match the organization's business objectives. They maintain an effective degree of business literacy of the business unit's financial status, midterm plans, culture, and competitiveness.

Job Responsibilities

1. Conducts weekly meetings with respective business units
2. Consults with line management, providing HR guidance when appropriate
3. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies
4. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations
5. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required
6. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
7. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
8. Provides HR policy guidance and interpretation
9. Develops contract terms for new hires, promotions and transfers
10. Assists international employees with expatriate assignments and related HR
11. Employee attitudes are being assessed, and patterns in employee behavior being noted
12. Conceptualizing and carrying out People Success (PS) activities in accordance with BU requirements
13. Keeping Line Managers and staff informed of PS initiatives
14. Employee policy and procedure communication
15. Responding to Employee Inquiries/Complaints/Requirements

Qualification

Is Education overrated? Yes. We believe so. But there is no way to locate you otherwise. So we might look for at least an MBA (HR) along with:

1. 8-10 years of relevant experience
2. Capability to read and analyze complicated data dashboards and reports
3. Knowledge of HR analytics methodologies
4. Familiarity with both quantitative and qualitative data collection methods
5. Capability to create, manage, and use relevant metrics and KPIs to deliver business results
6. People management skills, communication and leadership skills are a must.