Human Resource Business Partner

hace 2 semanas

Buenos Aires, Argentina Rise Interactive A tiempo completo

Summary and Scope


The Human Resource Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated departments.

The position serves as a consultant to management on all human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs and communicates proactively with our Human Resource department and business management.

The HRBP seeks to develop integrated solutions and formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization.

The HRBP understands the business it works with in order to provide the best possible solutions and services.

Responsibilities:

  • Conducts weekly meetings with respective business units and provides HR guidance on all people's needs.
  • Works with hiring managers to identify and hire new employees.
  • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
  • Maintains indepth knowledge of legal requirements related to daytoday management of employees, reducing legal risks and ensuring regulatory compliance.
  • Provides daytoday guidance on performance management, policy interpretation, and workforce planning.
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Identifies training needs for business units, managers, and new employees and evaluates program success.
  • Collaborates with business partners, employees, and the broader HR team.
  • Proactively supports the delivery and implementation of HR processes, programs, initiatives, systems, policies, and procedures.
  • Actively identifies gaps, and proposes and implements changes necessary.
  • Mediates employee disputes and provides conflict management resources as needed.
  • Balances multiple stakeholders, demonstrates an orientation to teamwork and results, able to effectively coach managers across all talent situations.
  • Analyze and summarize data, provide reports and support other HR functions as needed.
  • Monitor compliance issues and opportunities; ensure legal compliance.

Skills required:

  • Excellent verbal and written communication skills.
  • Excellent interpersonal and customer service skills.
  • Ability to think strategically and creatively with proven consulting skills.
  • Ability to manage multiple projects at one time.
  • Excellent analytical and problem solving skills.
  • Excellent organizational skills and attention to detail
  • Excellent time management skills with a proven ability to meet deadlines.
  • Proficient with Google Suite and Microsoft Office Suite.

HR Competencies required:

  • 1.
    Communication. From verbal and written communication to active listening and persuasion, HR leaders require strong communication skills to exchange information in an effective manner.
  • 2.
    Relationship Management. The ability to manage interactions among individuals provides support to the organization as a whole. Relationship management skills establish positive community relations, contribute to successful networking, and foster teamwork. It also helps build credibility among employees.
  • 3.
    Ethical Practice. Compliance to ethical practices and core values fosters accountability and establishes a sense of integrity that encourages professionalism among workers.
  • 4.
    HR Knowledge. A successful HR leader possesses a full understanding of the principles, practices, and functions that contribute to effective HR management. Critical areas of knowledge include risk and strategic business management, workforce planning, and HR technologies.
  • 6.
    Critical Evaluation. Interpreting information to make business decisions and recommendations is a key part of HR management. It requires critical thinking and adherence to research methodologies to make reasonable assessments and informed decisions.
  • 7.
    Global and Cultural Effectiveness. HR professionals interact with people from varying backgrounds on a daily basis, which means they need to consider the perspectives of all parties involved.
  • 8.
    Leadership and Navigation. Effective HR professionals use leadership to direct initiatives and support the organization through times of adversity and change.
  • 9.
    Consultation. Relying on analytical reasoning, people and project management, and problem solving skills, HR professionals provide guidance to organizational stakeholders.

Education/Experience:

  • 4+ years experience working as an human resource generalist or business partner in various HR disciplines, including recruitment and selection, compensation and benefits, organizational development, employee engagement and retention, employee relations,

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