HR Business Partner

Valenture is an exciting new start-up in the online education space. Our mission is to evolve what it means to “go” to school by transforming physical limitations into digital opportunities. We do this by providing students worldwide with a fully supported, global online high school experience, steeped in academic excellence and rooted in sustainable practices. We believe in providing more than just a quality online education - we’re dedicated to building and empowering a purpose-driven, global student body and equipping them to make the best of both their individual and collective futures.

The role:
The HR Business Partner (HRBP) is an individual contributor role that exists to provide dedicated HR consulting, advisory and -strategic support to the business and its team members. The HRBP takes ownership of the health of a dedicated business unit’s entire employee lifecycle, by aligning business objectives and our HR strategy with team members and management, up to Exco level.

This role requires someone with the ability to demonstrate a vast HR generalist background, conceptual and creative thought processes and ability to build business acumen as it pertains to Valenture’s short to long-term plans, its culture, competition, and operating environment.

Day-to-day responsibilities include:

- Act as an intermediary between the BU and Talent team to ensure that the Talent strategy, policies and procedures throughout the organisation are fit-for-purpose with regards to the needs, goals, and aims of the BU and its team members;
- Work with the Talent leadership team to co-develop a beneficial service model and business partnering approach for the HR Business Partners to execute in their dedicated business units;
- Analyse trends and metrics in partnership with the Talent team to develop solutions, programs and policies and position scenarios with Business supported by HR Analytics;
- Represent the Talent team in meetings or group forums;
- Influence and facilitate the adoption of new and existing Talent rhythms and touch-points, from onboarding experience to performance reviews, employee engagement surveys and offboarding, etc.;
- Partner with managers to resolve complex employee relations issues, and conduct effective, thorough and objective investigations;
- Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions);
- Provide guidance and input on business unit organisational design and structures, workforce planning, talent management and succession planning;
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance by partnering with the legal department when required;
- Work closely with management and team members to improve work relationships, build morale, and increase productivity and retention and foster a culture of work-life balance;
- Socialise Talent policies and procedures with relevant BU;
- Provide safe spaces and thought partnership with your business unit through coaching, mediation and acting as a custodian for their employment-related needs;
- Instil and co-develop metrics and initiatives to incorporate sound diversity, equity and inclusion measures into policies, practices and experiences;
- Develop and support managers’ capability to adequately manage team performance, their understanding and identification of employee engagement matters, effective prioritisation and delegation skills, ability to handle difficult discussions and developing a transparent two-way communication and feedback culture in their teams;
- Possibly facilitate training and introductions to enable the adoption of new processes and employee self-service systems;
- Provide guidance to managers regarding their teams’ Learning and Development needs, in order to promote a culture of skills improvement, employee self-awareness and motivation levels;
- Plan, manage and influence people or work related change through sound change management principles and action plans.

**Requirements**:

- Minimum 5 years’ experience in a generalist HR role (HR business partnering preferred);
- A tertiary qualification in Human Resources, Industrial/Organisational Psychology, Business Management, or equivalent alternative credentials or experience is essential;
- Demonstrable experience in employee data reporting, developing insights and presenting it to business stakeholders;
- Demonstrable experience developing and implementing policies and processes;
- Demonstrable experience in counselling or coaching;
- Demonstrable experience in making a significant impact through scaling up an HR/Talent function in a start-up environment would be advantageous;
- Experience in implementing and managing compliance processes and HRIS systems would be advantageous.

**Benefits**
- Family member discount to Valenture Institute
- Remote working
- Voluntary savi