Position: Junior HR Business Partner
Company: Forte Group
Experience required: 1y
English level: upper

As Junior HR Business Partner you help to provide an implementation of HR services across the entire employee lifecycle and supporting global and local operations in different HR areas. You will be closely working with our teams dedicated to delivering software development and testing services with the primary time investment and focusing on engineering teams' leaders. 

As a member of the HR team, you will carry out responsibilities in the following functional areas: talent development, performance evaluations, employee retention and tenure, survey, and data analysis. May carry out additional responsibilities to include employee development initiatives and trainings.

**Summary of major duties:**

**Onboarding/Offboarding**

∙Take ownership over employee onboarding and offboarding process
∙ Make sure all employee data is put into documentation and systems used by the HR BP team (Allheadcount, Employee Journey map, etc.)
∙ Schedule and conduct HR BP Introduction meeting to get acquainted with the employees and discuss what areas you will be working on together.
∙ Create OKR/PDP form for the employee and schedule 121 meetings with his manager.
∙ Run exit interviews, do the best to make sure employees leave Forte with a positive impression about working together, will likely recommend the company on the market, and are welcome back again

**Probation periods**

∙ Control probation period milestones dates (mid-probation, end-probation), set up calendar events (mid-probation and end-probation period meetings)
∙ Plan and organize a formal review conversation (confirm dates with the manager and employee, make sure Probation period feedback form and PDP/OKR forms are completed before the conversation
∙ Conduct a formal review meeting with an employee and a manager, facilitate discussion during the meeting 
∙ Keep full and clear records and documentation of the meeting, send approval email on successful completion of the probation period and other important notes
∙ Support English assessment procedure if necessary

**Performance evaluation**

∙ Schedule and organize assessments, make sure assessments forms are up to date and Line Manager understands performance evaluation process and workflow
∙ Participate in PE/Assessment meetings, facilitate discussions, keep full and clear records and documentation with important notes and results
∙ Results processing: negotiate salary expectations with employees, provide cost-effective, fact-based recommendation on seniority and salary increase to budget owners
∙ Organize English assessment to define progress and current level of English prior to performance evaluation
∙ Make sure future business and self-development goals are discussed, approved, and set in PDP/OKR forms

**Talent Development **

∙ Make sure Forte has the Talent Development process (PDP/OKR) up and running across the delivery teams
∙ Support Line Managers in kicking-off and maintaining the Talent Development process (PDP/OKR)
∙ Support Line Managers in building trustful relations with their "lines" (121 meetings)
∙ Review PDP/OKR forms to make sure the objectives are set SMART (specific, measurable, achievable, relevant for the business, time-bound)

**Employee Retention and Tenure**

∙ Support HR BP team is making sure Forte has the lowest possible regretted attrition and the longest possible tenure of employees across delivery teams (identify and escalate risks, prepare mitigation plans, analyze reasons/motivating factors and provide action plans)
∙ Make sure Forte pays salary rates that are not above the market averages in the location, across delivery teams, while keeping the regretted attrition below the target
∙ Regular catch-up with Line Managers to receive cumulative updates on their "linees" issues, important news, achievements, team change requests, career change requests, seniority change requests, retention risks, etc.
∙ Retaining best talent by effectively managing ad-hoc retention issues and providing clear retain/release actions recommendation (team change commitment, career plan/education, compensation, or conflict resolution)
∙ Help resource managers to keep billable utilization at the highest possible level by managing horizontal career moves for the employees (e.g. QA to SDET or BA to PO etc.), make sure it matches Forte Group business needs and matches projected clients’ demand
∙ Maintain a list of successors to leadership roles across delivery teams in the location and list of hi-potential (HiPos) employees
∙ Participate in the salary negotiation process with existing employees during both scheduled and ad-hoc retention incidents; provide cost-effective and fact-based recommendations on seniority/salary increase to budget owners

**Survey and Data Analysis**

∙ Participate in design and creation of company surveys across delivery teams (satisfaction, engagement, client surveys)
∙ Run regular satisfaction and engagement surveys according to the agreed schedule
∙ Analyze data (individual/team/department/company analytics) and forecasted risks, create reports, and provide data-driven advisory on strategic improvements to senior management

**Tools, Frameworks and Processes**

∙ Maintain and constantly update correct information in TTS (internal tools) re employee seniority level, job title, line manager
∙ Maintain and constantly update internal salary statistics for all roles in delivery, provide this information to the senior management

**Minimum knowledge skills and abilities required to successfully perform major duties/responsibilities: **

**Specific Knowledge**

∙ Basic understanding of the IT industry.
∙ Experience in people relations and people management.

**Skills, abilities, and competencies**

∙ Upper-Intermediate level of English, understanding of Russian language.
∙Business savvy with strong communication and interpersonal skills
∙ G-suite, HRIS and/or ATS is a plus
∙Ability to build a network of relationships within the organization
∙ Problem-solving and decision-making skills
∙The initiative, attentive, responsible, organized, and flexible

**Minimum education and experience requirements:** 

**Education** 

∙ Bachelor or Master’s degree (might be in process of obtaining a degree), HR certification is a plus, corporate trainings on company structure and processes.
∙ Previous experience in a corporate environment in areas related to HR would be a plus.

**We offer:**

∙ Friendly team and enjoyable working environment where ideas are welcomed
∙ Possibility for career growth
∙ Social guarantees, medical & family care programs
∙ Internal free English courses
∙ Comfortable and fully equipped workplace, ability to work remotely
∙ Official employment