Position: HR  Business Partner
Category: HR
English level: fluent
Years of experience: 5

Results:
• Developing, implementing and adapting HR processes (newcomers adaptation; talent & poor-performers management; succession planning and talent development; compensation & benefits).
• HR Budget management (reduced staff costs while increasing work efficiency).
• Project Manager of motivation programs and EVP, Retention tool kit; 
• Project Manager of the development and  implementation internal communication platforms and HR system (Lever);
• Team lead of Lean optimization projects (for saving money, reducing losses)
Support departments, line management and employees professionally on HR processes, thereby executing the people strategy in businesses and market

 Work closely with the business to understand and address business issues and supports local organizational capabilities development with HR interventions

 Support and facilitate the development of managers in people management and manager self-service

Drive standardization in the execution of HR policies and processes:
1. Onboarding and Adaptation Program
2. Performance Management
- 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 HRD and Production Management
- Supporting the teams and Leads with the process of setting objectives 
3. 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
4. Training & Development
- Identifying training needs 
- Implement the training plan
- Follow up and track on return of investment from training plan
5. 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
6. Staff Turnover & Exit Interviews
- Identifying causes and notifying Production Management on regular basis
- Exit interviews
- Reports and documentary support