People Solutions Business Partner II

Summary

The Human Resources Business Partner is responsible for executing trough HR Processes and Policies the Business Strategies. The role supports and collaborates with the company strategy through its Operations Development, HR Operations, Employee Relations, Benefits, Compensation, Organizational Development, Audits, Employee’s Engagement Plans and Customer services. The HRBP manages the day-to-day operations of the HR Department and interaction with the company’s employees. This position might have direct reports as well.

Description

Job Description:

• Coffee Talks ensure there is regular connect of the HR Teams – HRBP with the Leadership Team in each account, allows the policies reinforcement and clarification among legal topics and procedures. 

• Monthly meetings with Upper Management – Senior Operations Manager and Operations Managers to share pending actions. 

• Exit Interview objective is to gather the different type of reasons why an employee has decided to leave the company voluntarily, evaluates employees experience within the organization. Based on these reasons the HR Team analyzes and proposes strategies to avoid unwanted terminations and run continues improvement. 

• Be the partner who provides highly effective coaching influencing leaders to add value in decision making within their operation. Developing individuals in the path of an impactful leadership, creating a holistic cultural statement of company values. 

• Ensure all proper documentation is store in the employee’s physical file for further reference and make decision breakpoints, disciplinary actions, cases documented, incidents, issues and any other. 

• Employee Relations. Ensure employees feel welcome and valued in the organization, will collect employee’s feedback trough different types of routines and will always live by the Open-Door Policy, will address each complain, concern, suggestion accordingly with the stakeholders involved in the company and will follow up on each case. 

• Will be always available to provide 1:1 session with employees if they request it or need it 

• Round tables ensure there is regular connect of the Leadership team with the frontline population, integrity and compliance deck to be a part of all RTs, every discussion point to be tracked to closure by the respective function leader/owner of the point. 

Internal Career Path Policies (only for current employees)

• The game-changers must have the approval of his or her immediate supervisor to apply for the call.
• Required tenure: 6 months.
• Required performance: KPIs or goals on target for the business unit to which they belong in the last 3-month period (not average).
• Must not have active disciplinary actions.
• The game-changer may participate in only one process at a time.
• Comply with the learning paths of the Corporate University.
• Must remain at least 6 months in the position to which he/she was recently promoted, to be able to apply for another call.
• If you were evaluated by the PC psychologist for a vacancy and you were not selected, you must wait at least 2 months to reapply for that same position from which you did not pass
• The process is performed and/or outside working hours, which means that the game-changer should be available in his free time in case we require it.
• Any other guidelines that may arise in the Career Path process due to the legislation of each location or client's guidelines will be recorded within the current procedure and platform.