Position: HR Business Partner
Company: Forte Group
Experience required: 3y
English level: upper

**Summary: **

As HR Business Partner you will be closely working with our teams dedicated to delivering software development and testing services with the primary time investment and focus on leaders in the engineering teams.  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.

**Minimum education and experience requirements:**

● **3+years of experience in a corporate environment in areas related to HR, professional development, and training or employee relations**
● Bachelor or Master’s degree, HR certification is a plus, corporate pieces of training on company structure and processes

**Specific Knowledge**

● Good understanding of IT industry, experience in cross-organizational and cross-functional teamwork

**Skills, abilities, and competencies**

● **Experience working as HR/ HR BP in the IT industry**
● Upper-Intermediate level of English
● 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
● **Ability to work daily from 12 pm to 8 pm**

**Summary of major duties**:

**Onboarding/Offboarding**

● Take ownership over the newcomers processing after the recruitment stage, become a personal partner for the newcomers after the job offer has been accepted
● Connect the newcomer with the corresponding administration team to make sure all Forte newcomers timely run through the mandatory legal paperwork
● Connect the newcomer with the corresponding administration team to make sure all Forte newcomers are provided with a welcome pack, office access cards, workplace, workstation, Wi-Fi password, necessary accounts
● Ensure all Forte newcomers have passed the training on how to use Forte tools
● Ensure all necessary records are properly updated with the newcomer details (status, contact information, seniority, job title, Line Manager, etc.) in Forte internal tools
● Acquaint new employees with their Line Manager/Team Lead, project team, and office environment
● Conduct client-specific additional on-boarding for newcomers
● Take ownership over the employee off-boarding, run exit interviews, do the best to make sure employees leave Forte with a positive impression about working together, will likely recommend a 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 prior to 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
● Organize English placement assessment to define the level of English and enroll to corresponding internal English classes group based on the assessed level
● Make sure English assessment results are communicated and self-development goals are set up for the next evaluation period

**Performance evaluation/OKR**

● Coach Line Managers how to provide constructive performance evaluation to their «lines» on both positive and negative occasions (mid-year/year performance review)
● Coach Line Managers how to support salary negotiation process and help focus «linees» to values and qualitative motivators (Agile mindset) rather than regress to only monetary compensation
● 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 recommendations 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
● Coach Line Managers how to properly kick-off and maintain the Talent Development process (PDP/OKR)
● Coach Line Managers how to build trustful relations with their «linees» (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**

● Make 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 recommendations (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 across strategic accounts 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