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فرصت‌های شغلی ۰

استخدام Human Resource Business Partners

این آگهی منقضی شده است

دسته‌بندی شغلی

منابع انسانی و کارگزینی
موقعیت مکانی

تهران ، تهران
نوع همکاری

تمام وقت
حداقل سابقه کار

مهم نیست
حقوق

توافقی

شرح موقعیت شغلی

Overall Objective of the Job :
One sentence expressing the main reason why the job exists and what role it plays in the organizational structure.

Delivers HR support to the business and ensures HR delivery is fully aligned to business goals in her area of business;
Supports managers and teams in business delivery through enhancing their capability to deliver Strategy Into Action (SIA) components, manage their people, implement change and build relations with key stakeholders (internal and external);
Utilises the talent development process and tools delivered by the Expertise Teams in order to provide and develop the diverse talent pipeline for both the short and medium term needs of the company;
Brings HR insight to bear on all people related issues (people, capabilities, organisation, leadership and culture);

Main Accountabilities :
List of main job outputs – accountabilities. They are not activities or duties, but few (4-10) descriptions of the role the job plays in the organizational structure. Responsible for activation of the local Human Resources plan in respect to the following:

Talent management

activate Performance Development Process according to global PDP(performance development plan) Cycle (communication, training, follow-up)
facilitate quarterly Functional Resource Committee, at the request of Functional Directors;
provide input into talent strategy and manages talent pipeline in the area of responsibility;
together with Line Manager builds career development plan for the people in the area of responsibility;
provide support in use of the the global talent management tools (PDP online system, Multisource feedback etc);

Reward

HRBP will validate the annual salary review with appropriate functional Director;

Learning Annual Planning

together with Line Managers identify people development needs (as resulted from PDP discussions) and agree on learning strategy;
build learning demand plan;
send the demand plan according to Learning Annual Planning Process;
inform Line Managers on the learning curriculum as defined by the Learning Expertise Team;
manage the ad-hoc learning requirements with Expertise Team.

Recruitment

act as an advisor to support the Line Managers with recruitment needs;
relate with Line Manger when he/she creates a Job Requisition and agree the requirements: whether the job is a replacement or a new position, whether it is permanent or temporary etc;
may take part in selection process, where special positions are being recruited or the Line Manager ask for support;
is being involved in the job offer details (terms, conditions); eventual revisions due to candidate decline will be discussed between HRBP and Line Manager;

Employee Relation/ Industrial Relations

disciplinary, grievance, employee representatives, poor performance/warnings;

Position Management

HRBP responsibility to the business is to manage headcount in order to control people costs;
Each HRBP is responsible for interacting with People Service so positions can be created, amended or deactivated in People Soft on a continuous basis, so as to reflect changes in their part of organisation;
Position data changes made by the People Service have to be approved by the HRBP.

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