HRbp Director

Gather and implement HR plans, policies, and programs in accordance with the organizations goals, business model, and strategy.
- Actively and adaptably employ all available resources to provide human resource solutions, hence favorably impacting the units business success.
- Recognize and anticipate shifts in the personnel within the unit in order to provide suitable solutions that will enhance the operational effectiveness of the unit while drawing in, nurturing, and keeping talent.
- Comprehend the units personnel requirements; forecast capacity and business development trends; and provide staff with new knowledge and skill-building programs to help them meet evolving business demands.
- Provide units with advice on creating or changing organizational structures and efficiently allocating resources to meet strategic objectives.
- HR Division representatives for a collection of units, managing personnel, and/or handling complicated and diverse business, support, and control tasks.
- Assure efficient two-way communication on exchanging, advising, and assisting human resource matters between business units at the division/company level and the HR Division.
- Putting into practice HR strategies, policies, programs, and plans to boost individual and organizational productivity in line with the State Management Divisions overarching goals and objectives.
- Find, assess, and develop the talent inside the BU; create strategies to train and retain skilled personnel; and cultivate the next generation of the units leadership.
- Work together with the relevant HR departments to share ideas for creating job description boards, position evaluation instruments, tools for setting goals and assessing consultants and employees performance, and assistance for implementing agencies.
- Work together with the leaders of the employees performance evaluation unit to create a training program that follows the standard training frameworks personal career development roadmap.
- Plan and carry out the task of rewarding and punishing staff members.
- Assist and mentor unit leaders in industrial relations disputes and conflict scenarios.
- Help the unit head manage the transition from the business model and organizational structure to the process, authority, and authorization of the coordination mechanism.
- Assist the unit in budgeting for human resources and arranging talent requirements.
- Oversee, plan, organize, and provide training so that employees may create and use resources in the tasks that fall within their purview, retain sufficient and high-quality resources, and fulfill job specifications.
- Determine the risks the unit faces while operating, then work with other units that have similar concerns to develop strategies for measuring and reducing those risks.