Human Resources Business Partner

JOB PURPOSE:

The HR Business Partner will act as a strategic partner to the business, supporting the implementation of HR strategies across departments. This role bridges the gap between business needs and HR initiatives, focusing on talent management, performance management, learning and development, recruitment, employee relations, policy review, reporting and organizational development to drive business performance. The HR Generalist will support and collaborate with key business partners including Functional Heads and Departmental Heads.

DUTIES AND RESPONSIBILITIES

Talent Acquisition:

• Partner with hiring managers to identify staffing needs, develop job descriptions, and create recruitment strategies.
• Manage the full recruitment cycle, from sourcing and interviewing to onboarding, ensuring a positive candidate experience.
• Implement best practices for attracting high-quality talent.

Onboarding:

• Lead the onboarding process to integrate new hires smoothly into the company culture and their roles.
• Develop and facilitate orientation programs to educate new employees on company policies, values, and expectations.
• Monitor the onboarding experience to ensure early-stage employee engagement and retention.

Performance Management and Talent Management:

• Support the performance management cycle, including goal-setting, mid-year and year-end reviews, and ongoing feedback.
• Provide coaching to managers on effective performance management and employee development techniques.
• Support in driving talent management programs, including succession planning, career pathing, and high-potential employee development.

Support Rollout of Strategic Initiatives:

• Support the performance management cycle, including goal-setting, mid-year and year-end reviews, and ongoing feedback.
• Provide coaching to managers on effective performance management and employee development techniques.
• Support in driving talent management programs, including succession planning, career pathing, and high-potential employee development.

Employee Engagement Initiatives:

• Design and implement employee engagement programs that promote a positive work environment and strengthen organizational culture.
• Conduct employee surveys, analyze results, and partner with managers to create action plans for engagement and retention.
• Organize company events, recognition programs, and initiatives that enhance employee morale and satisfaction.

Learning and Development:

• Work with line manages to identify training needs to design and deliver training programs.
• Support leadership development programs to ensure a strong talent pipeline for future leadership roles.
• Facilitate workshops and training sessions to enhance employee skills, including soft skills and technical competencies.

Employee Relations:

• Serve as a trusted advisor to managers and employees on employee relations matters, including conflict resolution, grievances, and disciplinary actions.
• Conduct investigations and ensure fair, consistent handling of employee concerns in compliance with company policies and legal requirements.
• Promote a culture of fairness, respect, and transparency by upholding company policies and HR best practices.

Organizational Development and Change Management:

• Support in driving organizational change initiatives by working with HR leadership to align structure, culture, and talent with evolving healthcare needs.
• Implement training programs to enhance employee skills, ensure compliance, and improve service quality.

Compensation and Benefits:

• Provide support on compensation strategies, job evaluations, and pay equity to ensure the hospital remains competitive in the healthcare market.
• Support in development of staff welfare programs and employee benefit programs

HR Metrics:

• Track and analyze key HR metrics, including turnover rates, time-to-hire, employee engagement scores, and performance outcomes.
• Provide data-driven insights to inform decision-making and identify trends or areas for improvement.
• Prepare reports and dashboards in collaboration to present HR metrics to senior management and make recommendations for HR strategy enhancements.