HR Business Partner

Bachelor of Business Administration (Management)

Nationality: Any Nationality

Vacancy: 1 Vacancy

Job Description

PURPOSE:
The HR Business Partner (HRBP) formulates an effective partnership with education leaders to develop and improve HR deliverables in schools and align the business objectives of the organization. They understand and constructively challenge cluster leads. The HRBP acts as a GEMS advisory and subject matter expert on employee engagement and talent management initiatives. Collaborate with GEMS SSC function leads to align/implement all people-related policies, processes, and standard operating procedures.

KEY ACCOUNTABILITIES:

1. Talent Identification, Succession Planning and Performance Management
   Drive succession planning processes to identify and mobilize talent for movements within the GEMS network. Identify key positions and individuals within the cluster and maintain active talent information about potential successors to support engagement & retention. Oversee talent initiatives including 9-box grid, leadership databases, and talent pipelines. Support internal talent branding and attraction strategies. Support performance management by enabling 100% compliance of the principal termly reviews. Maintain up-to-date HR cluster dashboard(s) and implement action plans to address key areas (recruitment, compliance, performance, succession planning, principal termly reviews) in regular consultation with the cluster leads and senior management at SSC on a bi-weekly basis. Advocate efficient performance management processes in schools, across all staff categories. Work in partnership with the corporate HR Talent lead on the implementation of the PDP for the assigned cluster. Identify training needs for Principals & staff on executive coaching and PDP system where necessary.
2. Culture & Employee Relations
   Lead the organization’s climate survey actions and monitor the pulse of the organization to anticipate issues. Represent and advocate core values through all People-focused initiatives in schools. Promote and contribute to staff wellness and wellbeing programs and initiatives. Manage and resolve complex employee issues & whistleblower. Conduct effective, thorough, and objective investigations in the assigned school cluster. Accountability for implementing GEMS Separation procedures, Grievance, and Discipline policies in assigned schools.
3. HR Operations & Compliance
   Provide guidance to Cluster Education leadership in collaboration with the GR team to provide up-to-date knowledge of employment law and regulatory expectations. Ensure employee reconciliations are performed by schools and support school teams to achieve 100% compliance with mandatory registrations and all regulatory guided employment approvals. Drive Safer recruitment policy compliance across GEMS MENASA network, including ongoing advice to schools and facilitate trainings as needed. Conduct Safer recruitment audits. Analyze findings and recommend action plans for improvements. Communicate HR policies, reducing legal risks and ensuring regulatory compliance.
4. Reporting & Data Analytics
   Leverage data to develop key priorities for driving HR agenda and business outcomes. Own the HR data for the assigned cluster(s) and be responsible for the ongoing improvement and maintenance of the data quality. Support implementation of HR automation projects. Work in collaboration with ERP, Data analytics, and HR projects teams to deliver core automation business objectives.

Skills & Expected Qualifications:

• MBA and/or Relevant HR Degree

Expected Experience:

• At least 5 years HR Generalist experience
• HR Business Partner experience preferred

Job-Specific Knowledge & Skills:

• Excellent communication skills
• An analytical and strategic thinker
• Scenario modeller
• High energy level, comfortable performing multifaceted strategic projects in conjunction with day-to-day tactical activities
• Superior interpersonal ability to get along and work with diverse personalities
• Participative management style advocate of team concept
• Ability to establish credibility and be decisive but can recognize and support senior management’s priorities to advance the organization
• Results and people-oriented, with judgment to balance other business considerations. Service-oriented, but assertive/persuasive