Senior HR Business Partner

The Senior HR Business Partner collaborates closely with management to drive organizational growth, talent and succession planning, employee relations, performance management, and compensation; leading HR programs and projects, and providing expert guidance on HR policies and practices.

The Senior HR Business Partner collaborates closely with management to drive organizational growth, talent and succession planning, employee relations, performance management, and compensation; leading HR programs and projects, and providing expert guidance on HR policies and practices.

Responsibilities:

HR Leadership:

• Partner with Management to understand business goals and translate them into HR strategies and initiatives.
• Develop and implement workforce planning strategies to anticipate future talent needs and support organizational objectives.

Talent and Succession Planning

• Lead the talent acquisition process for critical positions, including sourcing, interviewing, and selection.
• Design and implement talent development programs to enhance employee skills and leadership capabilities.
• Drive succession planning efforts to identify and develop key talent within the organization.
• Develop and deliver training programs, materials, and resources on a broad range of HR-related topics.

Employee & Industrial Relations:

• Provide guidance and coaching to managers on employee relations issues, including conflict resolution and disciplinary actions.
• Conduct investigations into employee complaints and recommend appropriate actions based on findings.
• Implement and monitor strategies to curb productivity challenges such as absenteeism, tardiness and turnover.
• Advise and train managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.
• Manage all employee related matters including those raised by the recognized bargaining units through the application of labor laws and other employee relations strategies.

HR Program Development:

• Develop and implement HR policies, procedures, and programs that align with industry best practices and legal requirements.
• Oversee performance management processes, including KPI goal setting, performance reviews, and employee development planning.

Change Management and Organizational Development:

• Lead change management initiatives to support organizational growth and transformation.
• Drive organizational development projects focused on enhancing culture, engagement, and employee satisfaction.

HR Analytics and Reporting:

• Utilize HR data and analytics to identify trends, measure HR program effectiveness, and make data-driven recommendations.
• Prepare regular HR reports and presentations for senior management and stakeholders.

Payroll & Benefits Administration:

• Ensures efficient processing and compliance to all programmes which include effective management of Payroll (Monthly and fortnightly), Group Health and Life Claims and Pension Plans administration, Overtime, Meal Vouchers, NIS, Workmen’s Compensation etc.
• Prepare correspondence for employee files as required. Management of Leave and Vacation Liability.

Other

• Support the HR Manager in the timely and accurate preparation and monitoring of the Annual HR Department Budget.
• Lead and/or support HR Projects as required
• Compliance with Health and Safety Policies and Procedures
• Compliance with Group Policies
• Any other duties as required

Requirements:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.
• HR certification (e.g., SHRM-SCP, SPHR) is a plus.
• Proven experience with seven (7) years as an HR Business Partner or similar role
• Knowledge of Industrial Relations laws, regulations and trade unions.
• Experience in the manufacturing sector
• In-depth knowledge of HR principles, practices, and regulations.
• Strong business acumen and ability to align HR initiatives with organizational goals.
• Excellent leadership, communication, and interpersonal skills.
• Ability to influence and collaborate effectively with senior leaders and stakeholders.
• Experience in change management, organizational development, and talent management.