HR Business Partner

Purpose statement

The HR Business Partners (HRBP) help align an organization’s people strategy with its business strategy. Work as people champion and assist the managers. You are also expected to be a change agent and a strategic partner for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results. Also, responsible to ensure critical roles are timely manned through strategic recruitment (trainee hire, succession planning), headhunting, job posting and other sourcing methods. Lead the selection and assessment process of Junior to Senior level recruitments. 

Duties and Responsibilities:

• Monitor HR Budget approval beginning of fiscal year.
• Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies.
• Define required manpower for departments in coordination with users, trainee’s requirement and recruitment plan for the year and revise continuously.
• Fill vacancies from time to time from internal and external sources to ensure smooth operation.
• Monitor outsourcing agencies which are providing manpower service to the company.
• Implemented during screening while giving support to the hiring managers.
• Develops potential candidates/applicants’ roster/database to pull best candidates on timely manner.
• Participate in identifying professional sourcing partners and establish working frameworks with the best source.
• Facilitate new employees’ induction and on boarding program.
• Ensure employment contracts, facilities, IT accounts and resources are prepared on time.
• Help the organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future.
• Participating in the process of developing HR strategy.
• Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with business objectives.
• Strategic workforce planning: ensure the company’s workforce has the right size, shape, cost, and agility for the future.
• Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.
• Empower leadership to handle any people matters in the organization.
• Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary.
• Be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
• Provide guidance on the creation and implementation of HR processes and policies.
• Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.)
• Helping line managers deal with organizational, people, and change-related issues.
• Optimizing organizational design to increase productivity and improve performance of the business.
• Developing or assisting in developing a future-proof compensation and benefits strategy.
• Implementing reward and recognition interventions to increase bottom-line results and employee engagement.
• Helping build and maintain a strong organizational culture, as well as continuously improving the employee experience.
• Provide advice and suggestions for culture-related initiatives, such as cultural transformation.
• Implement HRM interventions on employee wellness, diversity and inclusion, or talent management.
• Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover.
• Conduct risk assessment on regular basis in order to ensure safe and healthy working environment to employees.
• Support the EHS person and the staff association to ensure the working environment is conducive and free of any hazard.
• Comply to the EHS requirement of Wilmar in the day-to-day operation.
• Ensure on time incident reporting.
• Performs other related duties as assigned.

Job Requirements

Qualifications:

• BA Degree in LLB/Management/Business Administration/HRM or other related fields of study.
• Minimum 6 years’ experience out of which two years as an HR business partner or Senior HR role.

Competencies:

• Planning skill
• Interviewing skill
• Communication and negotiation skill
• Decision making and judgement skill.
• Strategic outlook
• Business acumen
• Interpersonal relationship
• Strong analytical and problem-solving skills.
• Ability to set up and track relevant metrics and KPIs and use them to drive business results
• People orientation
• Good change management and project management capabilities
• Safety mindset
• Specialization in Talent Acquisition is a plus.

How to Apply

Qualified candidates who meet the above requirements can submit their CV and cover letter through ethiojobs.net by specifying the position and JOB ID in the cover letter.