Human Resource Business Partner
Controller Job Description
The HR Business Partners (or HRBP for short) help align an organization’s people strategy with its business strategy. They are not only an administrative expert and a people champion, but also a change agent and a strategic partner for the business. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results. Depending on the size of the organization, a Human Resource Business Partner can be responsible for hundreds to thousands of employees. They are typically a part of the HR department. A good HRBP needs to be able to help their organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future.
HR business partners have a wide range of software products at their disposal to help develop and communicate HR strategy, manage individuals and teams, and track spending. The list includes business intelligence, decision support, data visualization, and online communities that facilitate information sharing. Data analysis can help HR departments with tasks such as evaluating job candidates, assessing staffing needs, and monitoring productivity and other job performance metrics. Multinational companies compete on a global scale for talent, both in their field offices and at their headquarters. Effective HR business partners have a keen sense of cultural awareness in the areas where an organization operates. An HR business partner should be comfortable with tasks such as developing a project scope statement, managing resources and stakeholders, and communicating in large and small groups. In aligning business objectives with personnel decisions, HR business partners frequently advocate that organizations change the way they do things—sometimes radically. In addition to becoming leaders themselves, it’s imperative that HR business partners develop leaders within an organization and, when necessary, identify external candidates for leadership roles. Within an organization, an HR business partner needs to be comfortable speaking with business leaders with various backgrounds, both to understand the needs of their business units and to build rapport with key decision-makers over time. Individuals in HR business partner roles must be adept at communicating in many situations, ranging from executive presentations to negotiations to the occasional conflict or crisis scenario. For today’s businesses, intercultural and digital communication experience is a must-have as well.
Most organizations require HRBP job applicants to have a Bachelor’s or Master’s degree in a field related to Human Resources Management, organizational studies, or business management/administration. Depending on where the company is located and its workforce and customer base, you might also need to have proof of proficiency in English or other languages. While an HR Business Partner certification is not mandatory, it can provide an extra edge during the application process.
• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions and transfers.
• Assists international employees with expatriate assignments and related HR matters.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs other related duties as assigned.
Typical duties of a Controller
Skills:
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.
Qualifications: A degree in business or HRM