hr business partner - Luanda, Angola - ESPACIE - Naurex Angola

Descrição

The Human Resource Business Partner (HRBP) adds value to the business leadership team on human resource related issues to ensure that company can achieve competitive advantage through its Human Capital Strategy.

You are the line manager's day-to-day Single Point of Contact for all Human Resource related matters, ensuring a strong focus on company Values as well as a long(er) term Human Capital view.

The HRBP leads change management initiatives compliant with (local and global) law & legislation and aligned with SBM tools, instruments and procedures (within the remit).

You are also the local partner for HR expertise areas in the successful implementation/ execution/ monitoring of policies, processes and projects.

You will participate in the development and implementation of (new) HR systems, policies, processes and programs.

In order that the business can achieve a
competitive advantage through its
Human Capital Strategy and as
Single Point of Contact to the line manager, YOU ARE TO:
1.1. Monitor, execute and support workforce plans (e.g. recruitment plans, development plans, capacity and utilization plans) with a good understanding of business targets

1.2. Engage and act upon full scope of the employee life cycle (from recruitment/onboarding, to career development, compensation and benefits and ending with departure)

1.3. Act as a consultant/coach to managers and staff to increase organizational performance, improved personal/team performance, increase effective communications and improve relationships

1.4. Act as a mediator and confidential sound board when issues arise between employee and manager; Escalate issues when required

1.5.

Organize, plan and lead activities that allow stakeholders to measure and increase staffengagement (ie:
engagement survey, HR statistics...)

The
measure of your effectiveness in this will be:

• Effective workforce plans
• On time and required quality delivery against agreed plans regarding the employee life cycle (for example but not limited to talent and development, recruitment, transfer, termination)
• Use of company development and competency tools to enable sound recommendations for improved performance
• Ability to manage conflict resolution and use of Crucial Conversations skills
• Training needs are aligned with business requirements
• Feedback from business management and employees

In order to be an
effective local partner for HR expertise areas and the allocated business remit in the successful execution and implementation of policies, processes and projects, YOU ARE TO:
2.1. Prepare (change) plans so that organizational, leadership and process changes are executed in a structured manner as well as communicated, understood, acted upon and delivered in a timely manner

2.2.

Provide recommendations to improve HR policies and procedures whilst analyzing potential exposures, bearing in mind the cost impact of the decisions taken.

2.3. Ensure new HR programs and initiatives are communicated, understood, acted upon and delivered in a timely manner.

The
measure of your effectiveness in this will be:

• Deployment of change management plans
• HR initiatives are understood and completed timely ● Feedback from business management

In order that
risks (legal, capability) to the organization are mitigated or
reduced YOU ARE TO:
3.1. Compile accurate, compliant documentation to mitigate potential claims and/or damages to the organization by assessing risks and advising managers and employees on HR related issues (e.g. promotions, disciplinary issues, terminations) to meet external employment labor laws requirements and internal procedures

3.2. Maintain in-depth knowledge of legal requirements; Ensure local compliance requirements for HR processes (e.g. recruitment, training) and report non-compliance as necessary

3.3. Provide analytics and review with managers to make decisions on resource capacity planning, organizational design and implement the relevant strategy for sourcing and developing staff

3.4. Possess current knowledge of the populations' skills and abilities and compare to current organizational structure. Provide input on business unit restructures based upon capabilities and validated succession plans

The
measure of your effectiveness in this will be:

• Employment claims against the Company are mitigated/ limited
• Assurance of well documented employee files
• Audit reports demonstrate compliance on HR related matters
• Feedback from management regarding strategic advice & solutions provided to the business
• Development plans are aligned with (longer term) business requirements

In order that
Reward plans are competitive and administered in accordance with Management Board directives YOU ARE TO:
4.1. Consult with leaders on performance based annual salary increases and Short and Long Term Incentive Programs

4.2. Apply department Compensation Analysis benchmarks to drive recruitment and retention decisions

4.3. Prepare and analyze turnover data for management review

The
measure of your effectiveness in this will be:

• Accurate and current market data provided
• Proposed salaries are reasonable and within local market ranges to achieve competitive advantage

5.


*If Acting as Community HR BP: In order to achieve effective interface management YOU ARE TO:

5.1. Ensure proper communication with all relevant HRBP's to ensure that all parties are promptly and appropriately informed

5.2. Ensure each team member understands his/her role and responsibilities

5.3. Proactively coordinate activities and track progress to ensure on time delivery against the requirements

5.4. Ensure lessons learned are incorporated into future activities

The
measure of your effectiveness in this will be:

• Demonstrated effective interfaces
• Timely closure of interface issues
• On time delivery against the quality requirements