1. Strategic HR Partnership:
Act as a strategic advisor to leadership, ensuring HR strategies support overall business objectives.
Collaborate with management to identify key workforce challenges and develop solutions aligned with business goals.
Contribute to the development of business strategies by identifying HR-related risks and opportunities.
2. Employee Relations:
Provide guidance and support to managers on employee relations issues, ensuring alignment with company policies and legal compliance.
Investigate and resolve complex employee relations issues, including disciplinary matters, grievances, and workplace conflict resolution.
Promote a culture of feedback and continuous improvement within teams.
3. Talent Management & Development:
Support talent acquisition strategies by partnering with the recruitment team to attract, retain, and develop top talent.
Lead performance management processes, including goal setting, performance reviews, and development plans.
Collaborate on succession planning, identifying critical roles and future leaders within the organisation.
Facilitate learning and development programs to upskill employees and foster career growth.
4. Organisational Development:
Support organisational changes by consulting on structure, roles, and workforce planning to ensure the business is equipped for growth.
Advise on organisational design, ensuring alignment with business objectives and employee engagement.
Lead change management initiatives, helping teams adapt to and thrive through organisational changes
