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Role purpose
• The Regional HR Business Partner is a strategic and operational partner leveraging foresight, insight and expertise about people through a powerful partnership with the assigned Functional Leaders.
• The Regional HR Business Partner is the single point of contact for the Functional Leaders and leadership teams, and will provide HR support and coaching to them in times of change and in times of relative stability
• The Regional HR BP will involve other HR generalists, specialists and services as needed to support him/her or the Functional Leaders and their teams. Accountabilities • Partner with functional leaders and their leadership teams to design and deliver people strategies, processes and products that are aligned with global direction, and which ensure that the organizational capability, processes, systems, structure and culture are in place to drive the achievement of business goals
• Ensure that the implications of people strategy are well understood and aligned, and that the HR capability and culture is in place to enable delivery.
• Deliver people and project plans within the allocated resources, influencing resource allocation as appropriate in line with business needs. In particular champion and develop business partnering across the functions in line with the Organization philosophy and approach
• Take responsibility for the embedding of robust people management disciplines including talent management, people development, performance management, and facilitate cross functional/business forums to enable effective people management and development
• Coach and challenge functional leaders and their leadership teams to develop the organizational capability and resources required to enable delivery of business strategy, and to provide coaching and feedback to ensure the development of their leadership capability
• Provide, and develop in others, change management and catalytic capability to enable functional leadership team development, commercial transformation and the ongoing development of the organizations culture. • Partner with Centers of Excellence (CoEs) to develop and implement Reward and People and Organizational Development plans
• Partner with Business Services to ensure delivery of effective and customer focused services.
• Adhere to HR policies and local regulations and standards and in particular manage business risk arising from employment liability
• Lead, or participate in, cross-business/functional HR projects and identify opportunities to share practices across countries or learn from others
• Keep up to date with the latest developments in HR practice and introduce new approaches as appropriate
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