Position: HR Business Partner
Company: Ubisoft Kiev Studio
Experience required: 2y
Category: HR
English level: upper
Published: 2021-04-01T00:00:00+03:00

**HR Business Partner**:

Develops and executes a full, talent lifecycle leadership development program that includes assessment/selection, hi potential programs, onboarding, assimilation and ongoing development.

Assesses organizational health and performance data and generates insight for improvement and/or develops interventions to address needs; improves organizational effectiveness.

Assists with all aspects of change management associated with Learning and Organizational Development processes and initiatives assuring successful, ongoing implementation and value.

Participates as a collaborative team member with other HRBPs to provide consistent and professional service to all stakeholders in the Production department.

**Qualifications**
1. Onboarding and Adaptation Program

Driving, ensuring and further improving the onboarding and adaptation process for Production teams

2. Performance Management & Career development
Performance review process

Holding the performance review process (update all application, follow-up on progress, finalize it in agreed deadlines)
Managing all issues with the performance management application
Performing analysis throughout a year to check top performers, low performers and to provide the date to HRM and Production Management
Supporting the teams and Leads with the process of setting objectives 
Career development

Supporting the process of Individual Development Plan creation and implementation (regular discussions, track of the progress, follow up to Management)
Manage Level-up Process for the assigned teams
Career changes/movements (horizontally and vertically)
Coaching & training managers on how to develop teams
Regular discussions with people to help them in the future development path

3. Training & Development

Identifying training needs 
Implement the training plan (identifying providers, training administration)
Follow up and track on return of investment from training plan

4. Employee Retention

Create risk assessment for each employee and proactively identify departure risks and contingency options
Conduct regular Health Check for teams
Propose and improve retention strategy
Develop and implement preventing measures for staff leaving

5. Staff Turnover & Exit Interviews

Keeping monthly track
Identifying causes and notifying the HR and Production Mng on regular basis
Organize exit interviews
Centralize information from exit interviews
Share centralized information from exit interview with HRM for a further action plan