HR Business Partner Manager

· Complies with all local legal requirements.

· Adheres to company values, policies, procedures and the corporate Code of Conduct.

· Ensures personal adherence to workplace health and safety requirements and either addresses or brings to management’s attention when others are in breach of these requirements.

Acts in an ethical way with company assets and others.

· Maintain close contact with the HR team to work in synchronization with the other business units.

· Work with the other HR Business Partners to share good practice, ensure a broad consistency of approach, and cover each other as necessary.

· Manages and resolves complex employee relations issues.

· Recruits and selects team members, develops talent and then recognizes and rewards performance.

· Drives high performance in the team through managing and coaching the team and providing quality feedback.

· Facilitates regular team meetings to discuss issues, share knowledge, share achievements, provides training and direction.

Identifies training and development needs and provides the resources needed to develop team members.

· Take opportunities to build shared understanding and ownership of the organization's vision, values, strategies, plans and desired culture with the designated business units.

· Contributing to strategy discussions and decision-making.

· Leading change management projects for designated business units.

· Handling/Managing and selling HR projects and initiatives (functional and cross-functional) to the designated business units and getting their buy-in.

Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.

· Provide professional, business focused HR services to designated Business Units.

· Provides HR policy guidance and interpretation to the designated business units.

· Provides performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

· Provides guidance and input on business unit restructures, workforce planning and succession planning.

· Identifies training needs for business units and individual executive coaching needs.

· Visit concerned business units’ locations to ensure all employee inquiries are resolved and policies are implemented correctly.

· Conducts regular meetings with the various business departments, builds, and develops trusted relationships with the various departmental leaderships.

Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes.