The HR Business Partner is a strategic partner to the Divisions in operational matters, such as organization structure, general business plans, succession planning, employee effectiveness, headcount utilization and compensation planning. This position serves as a consultant to leadership on human resource-related issues.
Requirements
- Partners across functions to deliver value-added service to leadership and employees that reflects the business objectives of the organization,
- Develops strategic relationships with internal and external stakeholders.
- Supports Cook employees on human resource matters or queries they may have and facilitates actions to resolve these in a timely manner.
- Builds strong relationships based on trust with employees and leaders throughout their customer teams.
- Coaches and empowers leaders during the entire employee life cycle, regarding HR matters/challenges and facilitates effective and proactive decision-making to ensure solutions are realistic, fair, timely, consistent, transparent and effective.
- Provides input in design and development of company-wide HR initiatives and programs to ensure alignment with business requirements.
- Leads HR Functional Projects.
- Manages and resolves complex employee relations matters.
- Assists in developing, implementing and administrating HR policies/procedures, ensuring compliance with relevant statutory legislation and industry best practice.
- Involvement in departmental projects as required/based on experience/expertise.
- Works closely and flexibly with other HR team members locally and across the Cook organisation.
- Collects and analyses employment data for recommendations to the management team, maintaining records as needed and providing HR Leadership with new HR strategy proposals.
- Manages the entire recruitment and selection process in line with business needs, continually looking to introduce improvements where possible.
- Trains hiring managers in interviewing, employee selection skill and other employment law matters.
- Provides thorough, regular status updates to hiring managers on recruitment, turnover, headcount and employee issues.
- Participates in the development and delivery of company induction process for new starters.
- Benchmarks compensation / benefit packages and assists with compensation queries as necessary.