GM HRBP | Scrabble & Jigsaw
Posted on August 24, 2023
Job Description
- Strategic Partnership: • Collaborate with business leaders to understand their goals, challenges, and strategies, and align HR strategies accordingly. • Act as a trusted advisor to management, providing expert HR insights and recommendations to drive business success. • Participate in organizational planning and decision-making, ensuring HR considerations are integrated into strategic discussions. • Drive people metrices with business objectives. Manage key employment ratios to ensure efficiencies of scale. 2. Employee Experience: • Design and conduct interventions to gather pulse of employees and drive metrices that will drive engagement and productivity. • Continuously shift employee experience to ensure Allen becomes preferred employer in its industry. • Actively listen to employee pulse and provide solutions to improve their experience at Allen. • Develop processes, polices and practices that are forward looking and best-in class. • Manage top down and bottom up communication channels to provide key insights to leadership as well as information flow to rest of the organisation. 3. Talent Management: • Assess talent for key roles to develop strong succession pipeline for leadership. • Focus and develop people manager and leadership capability in the organisation. • Support the implementation of performance management processes, including goal setting, feedback, and performance reviews. • Succession planning for key roles and career paths for key talent. • Build talent for the future through augmentation of talent processes. 4. Performance Management System (PMS): • Oversee the design, implementation, and ongoing improvement of the organization's Performance Management System. • Collaborate with leadership to establish clear performance expectations and goals for employees that are aligned with the organization's objectives. • Align KPIs with business / organisation goals across levels • Create a culture of performance and feedback through planned review sessions. • Analyze performance data and provide insights to leadership to inform talent development and succession planning. • Communicate organisation performance across all employee groups to build ownership and awareness of business goals. 5. Change Management: • Support organizational change initiatives by providing change management expertise, assisting in communication efforts, and helping employees navigate transitions. 6. Compliance and Policies: • Ensure HR practices and policies are in compliance with relevant employment laws and regulations. • Educate managers and employees on HR policies and procedures. 7. Data Analysis and Reporting: • Utilize HR metrics and analytics to assess the effectiveness of HR programs and initiatives. • Provide data-driven insights to support decision-making and continuous improvement.