Human Capital Business Partner

Job Description

To consult, advise, mentor and coach employees and managers to achieve business outperformance by architecting and deploying workforce solutions that support the people centered business philosophy and results.
- Understand the communities in which business operates and identify key programs/initiatives to support business in becoming a social enterprise.
- Drive innovation and agility through workforce development.
- Curate the workforce with non-traditional talent.
- Forecast future capabilities and enable continuous learning.
- Facilitate and participate in intentional collaboration within and across teams to support disruptive thinking and the development of holistic solutions to business problems.
- Support leaders and teams to be deliberate and intentional in collaborative thinking and partnerships in addressing business problems and developing holistic, integrative solutions.
- Facilitate an environment of innovation and reimaging the future world of work by implementing organisational development initiatives that support a culture of curiosity; learning; trust; and open, honest conversations with teams and leaders.
- Support leaders and teams to navigate through uncertainty and ambiguity.
- Implement management and leadership programs that build change leadership and resilience.
- Collaborate with specialist Human Capital teams to understand new ways of working to support future world of work thinking, understand people levers and impact on profitability and creation of shared value.
- Actively listen with the intent of providing sound and balanced Human Capital advice.
- Coach leaders to improve overall performance and build confidence in leading and managing teams on key Human Capital initiatives.
- Motivate and keep Human Capital team engaged to deliver quality advice and solutions.
- Coach leaders and employees to develop skills, confidence and comfort with engaging in work contexts that are ambiguous and uncertain using resilience and curiosity to manage business and human capital resources.
- Engage with business leaders to emphasise the importance and purpose of writing job profiles and maintaining their relevance and accuracy, highlighting that job profiles form the basis of a wide array of other HC processes.
- Coach business leaders to navigate courageous conversations to facilitate alignment and delivery of business strategy and address key behavioural traits to support individual and team outperformance.
- Manage team in respect of recruitment decisions, performance moderation, talent management process, disciplinary action, recognition and retention of employees.
- Build team succession plans for roles in own area and influence resource planning.
- Facilitate the generation of clear contracting and assessment of performance expectations in line with identified objectives and enable a learning and growth culture.
- Implement people resource planning in line with delivery and performance objectives, within budget and in partnership with specialised areas.
- Drive the process of scoping accurate job profiles that reflect the core elements of jobs to be performed. Engage in job content interviews with job content experts; engage with job content experts for the review and approval/finalisation of job descriptions.
- Implement talent management practices in line with HC policies and procedures.
- Provide direction, coaching, and regular feedback to leaders and employees to improve performance and implement performance improvement initiatives.
- Ensure that skills are transferred in specific functions to reduce key person dependencies.
- Implement transformation and diversity initiatives
- Review data to identify current and future human capital needs.
- Ensure relevant resolution of conflict and respond to complaints or concerns raised.
- Identify efficiencies in the provision of Human Capital solutions, partnership and enablement journeys, whilst ensuring business partnering effectiveness and contribution to the performance level in the area of accountability.
- Interact with Leaders to drive engagement, identify strategic talent priorities, and develop talent.
- Conduct surveys to assist with problem resolution and solutioning to human capital business challenges.
- Conduct research into key Human Capital concepts to deepen skills, knowledge and understanding of business challenges faced in area of responsibility.
- Facilitate sense making sessions to help leaders and employees engage, interrogate and interpret critical business and human capital initiatives/decisions.
- Develop deep understanding of the business to support business and leaders to deliver against the business strategy.
- Implement integrated, contextually relevant, holistic Human Capital solutions to business problems that create business value.
- Identify and review policies, processes and practices that hinder flexible, agile and customer centric responses to business and human capital challenges.
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