Role Overview
The Human Resources Business Partner (HRBP) acts as a strategic partner to the business units, providing guidance and support on all HR matters to drive organizational performance and people development. This role works closely with department heads to align HR strategies with business goals, fostering a high-performance and engaged workforce within the solar and renewable energy industry.
Key Roles & Responsibilities
Strategic Partnership
- Lead the development and execution of the Human Resources strategy aligned with business priorities and corporate objectives.
- Translate business needs into HR strategies, plans, and actionable initiatives.
- Act as a key change agent for initiatives with significant employee and organizational impact.
- Develop and implement HR business plans to deliver effective and value-driven HR services.
- Champion talent management, workforce planning, and succession management initiatives.
- Coordinate and lead the human capital review process, including leadership pipeline assessment and follow-up actions.
- Drive proactive people strategies to improve performance outcomes and manage costs effectively.
- Execute and follow up on employee engagement survey initiatives and action plans.
Recruitment
- Develop and oversee staffing and recruitment strategies aligned with business growth and workforce requirements.
- Partner with Hiring Managers on manpower planning, hiring decisions, compensation, and benefits considerations.
- Assess opportunities for staffing optimization and internal talent development.
- Analyse vacant positions to balance business needs and internal talent progression.
- Monitor sourcing strategies, recruitment outcomes, and hiring effectiveness.
- Serve as a coach and subject matter expert in selection, interviewing, and hiring processes.
Learning, Development & Employee Relations
- Ensure employees are adequately trained to meet operational and strategic requirements.
- Address employee relations matters, inquiries, and issues in a fair and consistent manner.
- Promote positive employee relations and support continuous improvement in people management practices.
- Ensure compliance with employment laws and regulations, advising management accordingly.
- Guide the development, review, and implementation of HR policies, procedures, guidelines, and best practices.
- Reinforce organizational values through effective communication and consistent enforcement.
Performance & Culture
- Partner with leaders to drive performance management, engagement initiatives, and culture-building activities.
- Promote a positive and inclusive workplace aligned with company values.
- Compensation & Benefits
- Support annual performance reviews, salary adjustments, and rewards programs in line with company policy.
- Provide input on pay structures and market competitiveness to attract and retain top talent.
HR Data & Reporting
- Analyze HR metrics to identify trends, challenges, and opportunities for improvement.
- Prepare and present HR reports to management to support decision-making.
- Change Management & Projects
- Support HR transformation initiatives, process improvements, and organizational change projects.
- Act as a change ambassador to drive adoption of new HR systems and practices.
Job Requirement:
- Bachelor's degree in Human Resources, Business Administration, Psychology, or related field. Professional HR certification highly desirable.
- Minimum 35 years of progressive working experience in a business partnering or senior generalist role. Demonstrated experience supporting senior leadership and managing complex HR initiatives.
- Strategic thinking with ability to see the big picture while managing operational details. Proven track record of operating effectively in ambiguous, fast-changing environments.
- Strong business acumen with comprehensive knowledge of HR processes and solutions.
- Demonstrated ability to drive continuous improvement initiatives.
- Exceptional communication and interpersonal skills with ability to influence at all organisational levels. Strong analytical and problem-solving capabilities.
- Ability to influence stakeholders at all organizational levels.
- Proven ability to manage multiple priorities in a fast-paced environment while maintaining confidentiality and exercising sound judgement.
- Proficiency in HRIS systems, advanced Excel skills, and experience with HR analytics tools. Strong understanding of employment law and regulatory requirements.
