Human Resource Business Partner

Purpose of the Position

To work with the Head of HR by providing strategic business partnering solutions that address and drive the people strategy for MCE. Collaborate with the business unit executives, HR Centers of Expertise, and HR Shared Services to help implement HR policies and programs.

Key Performance Objectives

Strategic Consulting

• Partner with Functional/ departmental leadership teams in driving HR agenda across all elements of the Employee Life Cycle
• Execute the people strategy as set by Director of HR on the following: Business Transformation, High Performance, Talent Management, Employee Engagement and Culture.
• Implement HR processes as defined by the Centers of Excellence (e.g., performance management, annual compensation, training initiatives, etc.)
• Work with the business unit, Centers of Excellence, and HR Shared Services to help implement HR policies and programs.
• Assess the current state of the business unit, proactively identify issues, and collaborate with other HR Offices to develop programs and solutions.
• Understand the business unit’s operating environment and apply awareness of the business unit’s operational goals and objectives when implementing HR programs and addressing escalated HR issues.
• Manages BU-specific HR and talent projects; keeps leaders and TM/TA apprised of progress, risks, etc.
• Proactively identify, analyze, and assess any BU strategies/initiatives, etc. that may pose a risk to the organization and influence the plans needed to address the risks.
• Support delivery of diversity and inclusion HR programs or initiatives.

Stakeholder Management

• Establish good working relationships and collaborative arrangements with different Business Unit Line of business in order to help achieve the goals of the organization.
• Communicate with stakeholders to keep them informed of the work of the Human Resources function and to identify changes in the Business Units.
• Develop and maintain effective working relationships with business unit managers and employees and work closely with them to implement solutions to meet their current and future business need
• Serve as employee advocate when involved in the design and/or implementation of HR programs

Operational Delivery

• Facilitate effective succession planning process and ongoing development conversations, partnering with executives to identify and proactively develop the next generation of leaders.
• Coach and advise line managers on organizational effectiveness and general HR issues, and provide basic Employee Relations guidance prior to escalating cases to appropriate parties.
• Monitor the performance management cycle throughout the year, promote manager and employee participation in performance management activities, and engage them to meet performance management deadlines and schedules.
• Resolve HR operations issues/problems for business unit and liaise with Centers of Excellence / HR Shared Services for information as necessary.
• Liaison between the business and Learning experts to identify talent business needs (learning, etc.
• Act as an employee champion and change agent, delivering effective talent management solutions that maximizes employee engagement.

Job Requirements

The incumbent is required to have the following qualifications and experience level:

• A relevant Degree from a recognized university coupled with relevant experience. A qualification   in Human Resources, Industrial Psychology or equivalent will be an added advantage
• A minimum of 8 years of HR generalist experience
• Employee/industrial relations
• Knowledge and application of Employment Law.
• Recruitment process knowledge, understanding and experience
• Effective Communication (Written and Verbal)
• Solid HR administration experience
• Multiple stakeholder project facilitation
• Implementation of relevant Centers of Excellence’ solutions to address key business challenges
• Broad and comprehensive understanding of Human Resources concepts and principles
• Knowledge and experience of the business and its intricacies

Technical  Competencies

• Organizational Development and Design
• Talent Management and Succession Planning
• regulatory Governance and Compliance (Labor; Employee Relations and Transformation)
• Organizational Culture Enhancement
• Business Partnering/Consulting
• Recruitment

Business Acumen

Behavioral Competencies

• Relationship Building
• Conflict Resolution
• Decision Making
• Critical Appraisal
• Holistic Thinking
• Persuading & Influence
• Coaching
• Strategic Thinking

How to Apply

Interested candidates are invited to send their CVs and/or cover letters through this LINK.

Only shortlisted candidates will be contacted.