Hr Business Partner Jobs

1. Strategic Business Partnering

• Drive Employee Engagement & Morale and UPL Values
• Proactively partner in projects with Center of Expertise to create innovative HR solutions.
• Proactively partner with the Business Managers to continuously improve the overall organizational efficiency, develop and maintain a performance driven business culture. Support and work with the business in giving directions for Overhead cost management
• Drive organizational health through HR analytics (Dashboards/ Scorecards)
• Support the Head HR and Business Managers of the Division/ Business Unit by providing HR perspectives on business strategies and elements like Productivity, Culture, Capability and Talent

2. Customer Relationship

• Managing employee relations and assuring full compliance with applicable employment legislations.
• Consult Management on how to best use HR policies, processes and tools
• Help line managers to align employee’s capabilities to the mid-to-long-term business needs.
• Coach and advice the division/ business unit leadership on general HR issues and Employee Relations
• Creation and implementation of HR initiatives for the business.

3. Operational Excellence

• Planning & Budgeting for the Business.
• Encourage the use of best practice among Division/ Business Unit.
• Act as a change agent to contribute to the execution of the business strategy
• Actively contribute to the efficiency of HR community by sharing best practices and contributing to develop common solutions with other HR//BP, CoE & HR Operations
• Support the Region HR Head by delivering figures on total labor cost, human capital appreciation, and supplier cost management.
• Foster the monitoring of service quality rendered by service providers (e.g. HR Operations/ external agencies).

4. Talent Management

• Talent management and succession planning for the division/ business unit, facilitate and support Talent Review Meetings (9 Box).
• Anticipate the business needs in terms of talents and competency upgrades, both quantitatively and qualitatively, align the competency portfolio with the business requirements
• Foster the effective implementation of the UPL Values and Leadership Principles
• Espouse the Region HR Head by ensuring support and guidance of line managers to build and maintain a powerful talent “pipeline” for the business by means of professional application of standard UPL processes and tools
• Recruit and develop high potential candidates for key positions.
• Ensure talent movement across functions/ units/ subgroups

5. Compensation & Benefits

• Provide proactive support on compensation issues for middle and senior management and Drive Performance Management
• Facilitate and support peer reviews, promotion panels at BU level.