The HRBP acts as a strategic partner and advocate for employees within an assigned group or business unit. The HRBP develops a deep understanding of the business unit's goals and objectives and aligns human resources strategies, policies, and practices to support those objectives.
Key Responsibilities:
- Provide HR expertise and guidance to leaders and employees on HR policies, practices, systems, and processes.
- Advise and guide managers on employee relations issues, performance management, career development, and legal compliance. Collaborate on these points with the L&DBP (Learning and Development Business Partner).
- Develop and implement strategies to attract, engage, motivate, and retain top talent. Collaborate on this point with the TABP (Talent Acquisition Business Partner).
- Collaborate with managers to understand workforce planning needs and develop development and/or recruitment strategies. Collaborate on this point with TABP and L&DBP.
- Provide guidance and support in change management during organizational restructuring or transitions.
- Analyse HR metrics and data to identify labour and market trends, etc., and make recommendations to business line directors to drive organizational success.
- Ensure that HR policies and practices comply with labour laws and regulations, and that business line directors comply with and apply them as appropriate.
- Build positive relationships and serve as a trusted advisor to employees at all levels, guiding them and channelling them to the appropriate areas to resolve their doubts and/or issues.
-Manage the life cycle of employees such as: integration in conjunction with L&D, internal movements, promotions, voluntary and involuntary separations in conjunction with the legal and finance area, etc.
- Propose and implement change management initiatives and/or culture transformation.
- Serve as an ambassador of the company's mission, values, and behavioural expectations, along with all members of the HR team.
- Promote a recognition environment by coordinating efforts with leaders from different areas and/or business lines.
- Address, follow up, and provide appropriate treatment until closure and/or canalize as appropriate, all complaints from employees regarding ethics, integrity, compliance, and psychosocial risk factors NOM035.
- Collaborate with other HR functions (compensation, benefits, talent acquisition training, etc.) to offer comprehensive solutions.
Qualifications:
- Bachelor's degree in Humanities, Economics-Administration, or a related field with previous experience in Human Resources.
- 5+ years of progressive experience in human resources.
- Excellent interpersonal and communication skills (written/verbal).
- Proficiency in a second language: English C1.
- Ability to investigate issues, analyse data, and solve problems creatively, always maintaining discretion and confidentiality as required.
- Knowledge of federal labour law.
-Generate proposals and implementations of organizational culture, D&I, wellness and benefits, for all egis collaborators and integrate them into the different BLs.
- Competent management of technological devices and software packages inherent to the area (MS Office 365, etc.).
3-Diploma of Higher Education / Associate’s Degree / BTEC Higher National Diploma
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