The HRBP acts as the main interface between the HR function as a whole and the respective function team, demonstrating key HR behaviors and values. The HRBP liaise closely with key stakeholders to work on the implementation, management and delivery of HR policies, procedures and processes that support the operations team. The HRBP also contributes with HR heads to develop HR policies, procedures and processes that meet the stakeholders priorities, needs and expectation.
General Accountabilities:
•Build effective working relationships with all stakeholders and external contacts to maximize the effectiveness of the impact of the HR practices on business.
•Devote 60% of working time in the respective business-units to support business functions, reinforce the relationship, enhance HR credibility, support a successful implementation of HR practices and strengthen own understanding of the business.
•Collaborate and provide constant support to the HR teams and keep them well informed of brand imperatives to ensure that they are fully equipped to provide the best service to stakeholders.
•Be proactive in keeping the HR operations manager updated on the status/progress of all HR activities within the respective business functions in line with the HR Calendar & escalate any issues accordingly.
•Act as a ‘Role Model’ across KFG by setting an example for HR leadership behaviors.
•Constantly coach business functions on KFG policies, procedures and HR calendar.
•Act proactively to tackle anticipated conflicts and to prepare employees for upcoming changes.
Resourcing:
•Discuss and identify manpower needs for the business functions by working in close liaison with the function and the recruitment teams.
•Review and update the bench plans of the respective business functions after conducting a quarterly review meetings.
•Analyze and report probation period reviews for all new employees up to G5 of the respective business-units.
•Ensure that line management are coached to deal with new staff on probation period.
Employees’ Engagement & Retention:
•Act as an interface between the HR teams and the employees of the respective business functions to ensure an effective two-way communication is in effect in order to improve staff engagement.
•Support & coach functions management on employees’ surveying process to promote confidentiality, consistency of application and employees’ satisfaction.
•Manage, analyze and report the employees’ surveying process and ensure that it is completed consistently and on time for all employees up to G5 of the respective business functions, and make recommendations improve staff retention and engagement as well as measures to reduce staff turnover.
•Conduct exit interviews for leavers up to G5, analysis data and report information and recommendations to reduce staff turnover.
•Contribute in all recognition activities.
Compensation & Rewards:
• Support functions management in the annual merit review and the annual bonus scheme process to ensure clear understanding and adherence to KFG guidelines and consistency and smooth delivery of rewards.
Performance Management & Succession/Bench Planning:
•Support & coach line managers on KFG Performance Management processes to promote fairness, consistency of application, employees’ satisfaction, productivity and engagement.
•Manage, analyze and report the Performance Appraisal/Review process and ensure that it is completed consistently and on time for all employees up to Grade 5 of the respective business-units.
•Drive, facilitate, analyze and report the Succession/Bench Planning activities for employees up to G5 of the respective business-units.
Job Details
| Date Posted: | 2016-09-21 |
| Job Location: | Al Kuwait, Kuwait |
| Job Role: | Human Resources/Personnel |
| Company Industry: | Catering/Food Services/Restaurants |
Preferred Candidate
| Career Level: | Mid Career |
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