Human Resource Business Partner
About this role
DUTIES &
RESPONSIBILITIES |
§ Serve as the primary
interface between TDL and the assigned Clients. § Identify client’s
recruitment needs, strategic competences and forecast the critical skills
requirements. § Implement recruitment plans
to hire/fill vacant positions in area of coverage. § Identify training needs
using combination of indicators to enable Learning & Development plan and
organize for such trainings. § Attend people meetings with
the various departments for the review of the training plan/curriculum |
§ Provide support and
professional advice to line managers in the implementation of people
processes (appraisals, coaching, training, disciplinary etc) |
§ Monitor the
grievance/disciplinary issues/process within areas of coverage and provide
necessary support |
§ Embark on periodic visits to
Clients offices/branches for on-the-spot assessment of business situations
and HR issues |
§ Ensure new hires meet
specific target performance level and proper documentation prior to
confirmation |
§ Generate monthly/quarterly/annual
performance, activity and HR analysis reports |
§ Maintain the security of all
information entrusted to you and all members of staff |
§ Comply with the principles
and policies in the handbook, policy manuals and SOPs |
§ Other official tasks
assigned by the HR Manager |
§ Ensure prompt payment from
clients to reduce cost of funds. |
§ Act as a champion for employee engagement
initiatives, working closely with managers and teams to foster a positive
work environment and enhance employee morale. |
|
KEY PERFORMANCE INDICATORS |
§ Revenue Growth § Cost Reduction § Audit Defect Rate Compliance § Ensure prompt reimbursement from assigned client § Employee Satisfaction & Turn-over rate § Training § Turn-around time, Issue Resolution & Quality Rate § Implementation of Efficient & Effective Policies, Procedures &
Processes § Strategic initiatives § Completeness in Employee Documentation § Confirmations on Due Date/ Staff Documentation § Customer satisfaction levels |
Requirements
Education § Minimum Education: First Degree is mandatory. § Higher
degrees/Professional certifications | |
Experience Minimum experience – 5 years’ experience (with at least 3 years in HR
generalist function) | |
KEY COMPETENCY
REQUIREMENTS | |
Knowledge § Industry knowledge § HR
policies and procedures § Labor
laws § Industrial
relations § Business
performance § HR
data base systems § HR
analysis/analytics | Skill/Competencies § Collaborative and supportive
style of working § Resourcefulness &
Resilience § Empathy § Accuracy and attention to
detail § Excellent time management
and organisation skills § Interpersonal skills § IT Literacy § Excellent Communications
skills (written and oral) with strong business and customer focus § Reasoning and Analytical
Skills § People management § Supervisory skills |
Benefits
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