Position: HR Business Partner
Company: Customertimes Corp
Experience required: 3y
English level: upper

**Qualifications**
•	University Degree in Business, Education or Management. 
•	HR Professional certification is a plus but not mandatory.
•	Knowledge/experience in IT industry will be an advantage. 
•	3+ years of experience in a multinational company in HR or Organization Development with experience in overall HR processes support, change management projects, new HR process implementation, HR role transformation, implementation people management culture. 
•	Excellent communication and interpersonal skills, ability to build trusted relations with stakeholders of different levels, conflict resolution skills.
•	Coaching, facilitation, and education skills.
•	Strong leadership skills and sense of ownership.
•	Ability to work in uncertainty, good critical thinking, and problem-solving skills.
•	Good project planning and project management skills.
•	Ability to learn quickly and grasp efficiently key concepts and action points within multiple information streams. Proven track record of continuous learning.
•	Advanced written and spoken English.
•	Excellent written and spoken Ukrainian and Russian.
•	MS Office proficient user (Excel, Power Point).
**Main Responsibilities**:
•	Provides the implementation and administration of Human Resources programs, policies, and initiatives in supported organization. Identifies opportunities for improvement and resolves problems.
•	Implements, administers, controls and support global and local company’s HR-programs, aimed to the development of the managerial skills, leadership, personal development, and talent management for the supported organization.
•	Implement best employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Provides leadership in conducting periodic surveys to measure employee satisfaction and employee engagement within the supported organization.
•	Assesses employee attitudes and motivation trough one-to-one meetings. Identifies and assess attrition risks, develops, and suggests retention strategy.
•	Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to communicate with employees successfully, ethically, honestly, and legally.
•	Acts as an employee champion (to see the world through employees’ eyes and at the same time looking through managers’ eyes and communicating to employees what is required for them to be successful) and change agent (diagnose organization problems, separate symptoms from causes, help set the agenda for the future and create plans for making things happen).
•	Supports the implementation of company performance management system for the supported organization.
•	Conducts investigations when employee complaints or concerns are brought forth.
•	Maintains a process of organizational planning of the supported organization by evaluation of the organization structure, job design, and personnel forecasting throughout the organization. Evaluates plans and changes to plans. Makes recommendations to the management of the supported organization.
•	Regularly monitors execution of standard HR practices (probations, performance appraisals, grade evaluations etc.) at the supported organization’s level. 
•	Provides regular and ad-hoc reports (professionally, correctly, and timely prepared) to the direct manager, global HR team and managers of the supported structure to ensure HR data accuracy and to help the supported structure to track company’s strategic goal accomplishment.
•	Works with the Employer Branding and Internal Communication team in distribution and support of the internal communications and development and implementation of initiatives, aimed at strengthening of HR-brand, increasing of employees’ engagement, and building of the corporate culture.
•	Together with the L&D team assesses training and development needs and discusses the training programs required to close identified gaps. Provides necessary training follow-ups, maintains, and develops the skills and competencies that the local management and employees learned on training. 
•	Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.
•	Compensation and benefits administration at the supported organization’s level.
•	Keeps the supported organization updated on HR initiatives (regular meetings with managers and key employee, townhalls etc.) .