P&C (HR) Business Partner (VisionFund Global Centre)

18900-17G22035
Global
Human Resources
Durée indéterminée, temps plein
28-May-21
Rôle international - No - Seuls les candidats nationaux seront considérées.

Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.
Please submit your CV in English.

PURPOSE OF THE POSITION:
The P&C (HR) Business Partner (BP) plays a crucial role in the execution of the HR Strategy and Operations.
Partnering with Client Business Leaders in support of strategic business objectives, the BP advises and coaches managers and employees in all elements of employee life cycle and talent management, including identifying current and future people implications.
The BP works collaboratively with HR Centers of Expertise, specialists and Shared Services to develop and deliver integrated HR solutions, including workforce planning, performance management, succession planning, employee relations and leadership development This position will support VF senior leaders in aligning organizational strategies, goals and priorities with VisionFunds Our Livelihood Promise, mission and values.
S(he) will encourage the use of innovative People Management/OD resources, tools and practices to reinforce and positively change beliefs, attitudes, operating models and structure of organizations so that VisionFund International staff can better adapt to new technologies, markets, challenges while fulfilling their vision and mission.

KEY RESPONSIBILITIES:

Strategic Partner: Support/Enable Senior Leadership Team:(circa 5 Department Heads)
• Collaborate with business leaders to design organizational structures, job roles, and talent management processes to drive organizational strategy.
• Function as HR lead for clients going through organizational restructures.
• Evaluate the impact of proposed changes on employees, and manage change to minimize disruption to the business.
• Advise leaders on the need for, development and ongoing changes of the department's people plan.
• Actively partner with business leaders and work with them to collaboratively identify practice improvement.
• Partner with leaders to develop and implement agile and need based employee engagement plans.
• Analyse a broad range of HR data to identify valid insights, and convert these insights into recommendations the business can use to make decisions.

Change Agent and Consultant: Support/enable Line Managers (circa 22-line managers)
Act as an initial point of contact and intermediary for managers in assigned business units.
Provide and guidance and support to line management in with a broad range of human resource policies, programs, and practices.
Implement HR-related activities within business units, such as:
• Job Analysis and Grading
• Talent Acquisition
• Onboarding & Orientation
• Performance Reviews
• Employee Development initiatives
• Promotions
• Rewards and recognition programs
• Contract management (renewals/changes & PAFs)
• Staff Care
• Terminations and Exits

Provides guidance, counselling, advice and training to managers on employee relations issues.
Actively investigates and recommends solutions to employee relations issues in a quick and efficient manner.

Employee Champion: Support/enable Employees (84 staff)
• Act as a single point of contact and intermediary for employees in assigned business units.
• Provide guidance, coaching and training to employees on HR related topics.
• Provide P&C HelpDesk services to employees and respond to queries related to administration of salary and benefits.
• Respond to individual staff care needs.
• Actively investigates and recommends solutions to employee relations issues in a quick and efficient manner.
• Payroll reconciliations.

Functional Expert and Supportive Enabler: Collaborate and support People & Culture Team:
• Provide P&C technical advice and support in the management of GC staff based in the region and MFIs.
• Partner with the Regional BPs in change management initiatives such as structural and policy reviews affecting GC employees.
• Coordinate with PC&G department function experts and others to deliver on business requests and solve business problems.
• Apply rigorous project management techniques to planning and implementing cross-functional P&C initiatives that support current and future business strategies.
• Communicates regularly with the human resources staff to exchange information and provide ongoing support and problem resolution.

Collaborative Partner: Support and align with WVI P&C:
• Act as point of contact for WVI (GC, Regions, Host locations) P&C in relation to implementation of changes, new initiatives, problem solving and Total Rewards and reporting for VF GC clients.
• Represent VF GC P&C in special projects and P&C workstream.
• Provide reports and information as required.

KNOWLEDGE, SKILLS AND ABILITIES:
• Five to eight years’ previous experience in an HR Business Partner, Generalist or related high level specialist role. Experience with Ulrich’s Business Partner model preferred.
• Strong consultation skills and experience influencing and interacting with executives.
• Thorough knowledge of human resource management practices and employment related legislation.
• Demonstrated HR experience in a multi-business unit environment.
• Outstanding people and culture relationship skills. Proficient in coaching, mediating, influencing, facilitation, presentation, communication, analysis, and problem solving.
• Excellent written and oral communication skills. Able to communicate complex ideas and business concepts in accessible terms. Able to exercise excellent professional judgment
• Bachelor degree from a college or university and four or more years of related human resources experience, or an equivalent combination of education and experience.
• Fluency in English.

Preferred Skills, Knowledge and Experience:
• Professional certificate in HR/OD/ Management
• Accreditation in employee investigations, employee relations and grievances
• Strong business acumen in multi-national environment.

Work Environment/Travel:
• Willingness to travel up to 10% of the time.
• Ability to use computer, attend meetings, travel abroad.