Human Resource Business Partner

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 Competitive