HR Business Partner

ESSENTIAL JOB FUNCTIONS: 

• Collaborate closely with business leaders and managers to understand their goals, objectives, and challenges, and provide strategic HR guidance and support. 

• Serve as a primary point of contact for employee relations matters, including coaching, counseling, and conflict resolution. Ensure fair and consistent application of company policies and procedures. 

• Support the implementation of performance management processes, including goal setting, performance reviews, and feedback mechanisms. Provide guidance and training to managers to enhance performance and productivity. 

• Partner with the Learning and Development team to identify skill gaps and training needs within the organization. Assist in the design and delivery of talent development programs to foster employee growth and career progression. 

• Oversee the administration of employee benefits programs, including health insurance, retirement plans, and other employee benefits. Ensure compliance with applicable laws and regulations. Collaborate with benefits providers and brokers as needed. 

• Coordinate payroll activities, including data entry, payroll processing, and reconciliation. Ensure accuracy and compliance with payroll laws and regulations. Collaborate with Finance and Payroll teams to address any payroll-related issues. 

• Provide support and guidance on the effective utilization and maintenance of the HRIS (Human Resources Information System). Collaborate with the HRIS team to ensure accurate and up-to-date employee data, generate reports, and troubleshoot system issues. 

• Develop and implement initiatives to enhance employee engagement and promote a positive work culture. Support the rollout of employee surveys, analyze results, and recommend action plans to address areas of improvement. 

• Facilitate the performance management process, including goal setting, performance evaluations, and development plans. Provide guidance to managers on performance-related matters and assist in addressing performance gaps. 

• Stay updated on HR best practices and legislative changes. Assist in the development and implementation of HR policies, procedures, and compliance initiatives to ensure adherence to local labor laws and regulations. 

• Collect and analyze HR data to identify trends and insights and provide recommendations for improving HR programs and practices. Prepare reports and presentations for management review.