Hr Business Partner
Current• Coaching and developing managers in their role as people leader, giving guidance on key activities and processes with the yearly HR cycle.• Interacts with colleagues and managers to educate and provide advice on policies and procedures to ensure colleagues are being treated fairly and consistently and to improve work relationships.• Provide advice across the disciplines of HR; payroll, employee relations (standard operating procedures & HR policies ), compensation and benefits.• Identify improvements on the workflow/processes and collaborate with team to implement necessary changes.• Provide performance management guidance to line managers to ensure performance improvement processes are followed with appropriate disciplinary actions.• Manage the process of fixed term contract renewals and discussions around billability and long term departmental goals.• Facilitate sessions with resource managers regarding annual engagement survey and work with local management on action planning, ensure consistent follow-up and progress accountability.• Work with leadership on building culture (workforce sustainability, health and well-being).• Supporting people leaders in defining training and development needs, acting as the linking pin to the Learn and Development team.• Work closely with HR operations and recruitment to help implement goals set by management.• Responsible for HR Integration when acquired by EPAM (benefits, payroll, people applications and employee records).• Managing leave process and advise on special leaves such as parental leave, unpaid leave, etc.• Ensure employee records are maintain according to policy and legal requirements• Onboarding of new employees.• Offboarding of employees; evaluation discussions to proactively address potential retention trends.
