Jr. Human Resources Business Partner

2 weeks ago

dubai, United Arab Emirates Boundless Full time
Role Overview: The Junior Human Resources Business Partner (Jr. HRBP) is integral to fostering positive employee relations and advancing HR initiatives across the organization. Acting as a vital link between the HR department and other functional areas, the Jr. HRBP supports and enhances HR processes and collaborates on business strategies from a human resources viewpoint. This role assists in the implementation of the company's people strategy, working closely with senior HR leaders and various operational teams. The Jr. HRBP ensures that HR practices are aligned with the organizational goals and adhere to its cultural values, thereby contributing to a productive and engaged workforce. Additionally, the Jr. HRBP facilitates the integration of HR strategies into daily operations, enhancing departmental performances and supporting overall organizational effectiveness.Job Responsibilities: Employee RelationsHandling Employee Requests: Serve as the first point of contact for employees seeking assistance with HR-related queries and concerns, ensuring timely and effective responses to foster a supportive work environment.Liaising with Management: Act as an intermediary between employees and management, communicating employee needs and feedback to senior leaders and facilitating a two-way communication channel that promotes a transparent and inclusive workplace.Policy Guidance: Provide guidance and clarification to employees on HR policies and procedures, helping them understand their rights and responsibilities within the organization.OnboardingProgram Development: Design comprehensive onboarding programs that integrate new hires into the company, familiarizing them with organizational norms, values, and their specific job roles.Material Creation: Develop onboarding materials such as orientation handbooks, departmental guides, and role-specific training modules.Onboarding Execution: Coordinate and facilitate the delivery of onboarding sessions, ensuring a smooth transition for new employees into their roles and the company culture.Compliance and PoliciesLegal Compliance: Monitor changes in employment law to ensure that HR practices and policies remain compliant with local, state, and federal regulations.Policy Development and Revision: Participate in the drafting and updating of HR policies and procedures, ensuring they are clear, comprehensive, and accessible.Policy Communication: Effectively communicate changes in policies and procedures to all employees, providing training and support as needed to ensure understanding and compliance.HR Strategy Implementation Strategic Alignment: Work alongside senior HR leaders to develop and execute HR strategies that align with the organization’s business objectives and operational needs.Departmental Collaboration: Serve as the HR point of contact for department managers, providing them with strategic HR guidance and support tailored to their specific operational challenges and needs.Communication and Reporting: Ensure effective communication of HR strategies and policies across the organization, preparing detailed reports and presentations for management to facilitate informed decision-making.Performance Management:System Development and Implementation: Assist in the creation and refinement of performance management frameworks, developing tools and processes that facilitate effective employee evaluations.Performance Appraisal Support: Guide and support managers and employees through the performance appraisal process, ensuring that evaluations are carried out fairly and constructively.Performance Improvement Planning: Collaborate with employees and managers to develop performance improvement plans that address specific areas of need, monitoring progress and making adjustments as necessary.Training and Development:Needs Assessment: Conduct regular assessments of training needs through surveys, interviews, and consultation with managers, identifying skill gaps and areas for professional development.Training Program Development: Design and organize training programs that address identified needs, ensuring that they are relevant, engaging, and effective.Training Effectiveness Evaluation: Measure the impact of training initiatives by analyzing participant feedback and performance data, refining programs accordingly to enhance their effectiveness.HR Metrics & Reporting:Data Collection: Gather data on various HR metrics, such as turnover rates, hiring timelines, and employee satisfaction, using HRIS systems and other tools.Data Analysis: Analyze HR metrics to identify trends, issues, and opportunities for improvement within the HR function and the wider organization.Reporting: Develop regular reports for senior management that summarize key HR metrics, providing insights and recommendations based on data analysis.Job Requirements: Bachelor’s degree in Human Resources, Business Administration, or a related field. 2-3 years of experience in an HR role. Certification in HR (e.g., SHRM-CP or PHR) is preferred but not required. Deep understanding of HR processes, particularly in performance management, employee relations, and onboarding. Familiarity with employment laws and compliance regulations. Ability to handle multiple tasks simultaneously and meet tight deadlinesAbility to maintain confidentiality and manage sensitive information.
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