HR Business Partner

at  Concentrix

Job Title:
HR Business Partner
Job Description
The People Solutions Business Partner provides advice to managers and serves as a consultant on HR-related matters. Analyses trends and metrics and gives advice to the business

Essential Functions/Core Responsibilities

• Lead, design, evaluate, analyze, and implement all Human Resources activities which include, but are not limited to employee engagement and relations, compensation and benefits, talent and performance management to drive execution of short-term strategy
• Serve as a trusted advisor to management, through cross-departmental partnerships, regarding team member performance, management practices, human resource policies, talent management, and compensation
• Lead a team in processing and responding to complex employee concerns and coordinate with appropriate stakeholders, as necessary, may manage escalated concerns or highly sensitive issues raised by team
• Responsible guiding team through the interpretation of HR policies, best practices, resources and tools, to provide innovative, creative, and proactive Human Resources solutions in alignment with the organization’s overall strategies
• Facilitate HR learning sessions, including but not limited to performance management practices, human resource policies, talent management, talent sourcing practices, resource allocation, succession planning, and compensation; may present HR training programs to Leadership Teams
• Direct team in providing comprehensive analysis of various types of key Human Resources metrics and consult with management and provide recommendations on effective decision making; develop clear visuals to communicate findings
• Oversee and may conduct investigations on workplace situations and prepare documentary requirements for labor-related cases, with a focus on issue resolution within assigned region
• Manage and facilitate the development of Human Resources communication materials and tools to support the launch of new processes, systems, and technology as needed
• Proactively maintain and apply working knowledge of progressive Human Resources practices, to evaluate programs against trends and advancements and develop recommendations and drive execution of changes and improvements to address business issues
• Communicate and reinforce the Company’s values, philosophies, and Leadership Behaviors to assist in development of a high performing organization

• Lead, design, evaluate, analyze, and implement all Human Resources activities which include, but are not limited to employee engagement and relations, compensation and benefits, talent and performance management to drive execution of short-term strategy
• Serve as a trusted advisor to management, through cross-departmental partnerships, regarding team member performance, management practices, human resource policies, talent management, and compensation
• Lead a team in processing and responding to complex employee concerns and coordinate with appropriate stakeholders, as necessary, may manage escalated concerns or highly sensitive issues raised by team
• Responsible guiding team through the interpretation of HR policies, best practices, resources and tools, to provide innovative, creative, and proactive Human Resources solutions in alignment with the organization’s overall strategies
• Facilitate HR learning sessions, including but not limited to performance management practices, human resource policies, talent management, talent sourcing practices, resource allocation, succession planning, and compensation; may present HR training programs to Leadership Teams
• Direct team in providing comprehensive analysis of various types of key Human Resources metrics and consult with management and provide recommendations on effective decision making; develop clear visuals to communicate findings
• Oversee and may conduct investigations on workplace situations and prepare documentary requirements for labor-related cases, with a focus on issue resolution within assigned region
• Manage and facilitate the development of Human Resources communication materials and tools to support the launch of new processes, systems, and technology as needed
• Proactively maintain and apply working knowledge of progressive Human Resources practices, to evaluate programs against trends and advancements and develop recommendations and drive execution of changes and improvements to address business issues
• Communicate and reinforce the Company’s values, philosophies, and Leadership Behaviors to assist in development of a high performing organizatio