HR Business Partner

Job description / Role

HR Business Partner - Pakistan

Key role of being a trusted advisor and partner to the business. The HR Business Partner should be considered as a key support to the country leadership team and are responsible for translating the business strategy into practical and innovative talent solutions at the country level. Responsible for working closely with the business to help the business meet their growth objectives and future talent needs. The HR Business Partner has overall accountability for all SLs within the country, working closely with the country SL leadership as well as MENA regional SL Talent leadership to understand the talent strategy and priorities for the respective SL. Effectively leverages the expertise of region talent functions, shared services and technology to deliver talent solutions and services to the SLs.

Key Responsibilities

Talent management and development for SL / BU populations
• Advise and guide Region SL/ BU leaders on talent matters (e.g. PMDP, disciplinaries, grievances, remuneration etc.)
• Contribute to business success as a member of Country leadership team by translating the business strategy into practical and innovative talent solutions at a Country level
• Ensure oversight on the HR cycle for country populations: induction programs, annual plans, appraisals, salary reviews, promotions, exit procedures, etc.
• Consult with business leaders regarding development of high-performing teams and identify opportunities for talent initiatives
• Manage the development of leaders and contribute to design of career path models and development programs along with the Talent Development (EYU) Leader
• Support the business in the development and retention of top performers (leveraging expertise in the Talent Development function) to build a pipeline of diverse future leaders for the success of our business (e.g. NextGen)
• Work closely with SLs/ Bus (experience managers) to balance resource deployment needs of the business with individuals‘ strategic career objectives
• Act as an escalation point for cross-SL/ BU transfers and international mobility programs
• Play a key role in workforce planning efforts to meet country needs (promotions, mobility, succession, recruitment)
• Actively manage the recruiting team and contribute to recruitment plans based on business forecasts and needs
• Ensure effective delivery of EY global programs in country (e.g. PMDP, Alumni) through country talent consultants

Innovation and change
• Roll out all Global EY processes, technology, systems and initiatives within country and across SLs
• Understand and champion the role of technology in enabling the EY workforce and in managing our reputation through social media
• Execute innovative HR programs where appropriate
• Influence the corporate responsibility agenda through community engagement activities in country

Development of People Culture
• Advise the business on ways to accelerate the engagement of our people and partner with business to implement supporting actions

Advise the business on developing our EY organizational culture that achieves the below:
• Underpins our values
• Promotes high-performance teaming
• Enables the delivery of exceptional client service
• Partner with business to implement supporting actions

• Bring to life the stated and desired People Culture (values, high performing teams, global mindset, diversity and inclusiveness, corporate responsibility, employee engagement, etc.)
• Advise the business on cultivating an inclusive and flexible work environment; support the business and the regional D&I Leader to implement inclusiveness solutions
• Advise the business on rewards and recognition approaches and support Total Reward Leader in implementing programs
Business Operator
• Ensure compliance to local regulations and manage risks (e.g. performance management risk)
• Ensure fully rolled out and communicated Talent policies and have strong compliance monitoring systems in place
• Ensure Talent controls are implements to ensure consistent and fair application of all policies and standards across country
• Maintain a strong understanding of key business and financial drivers that determine SL/BU success
• Maintain a strong understanding of market trends that affect our industry and the resulting talent profile required to support the SL/BU
• Responsible for the development of the team and their performance management
• Ensure maintenance and timely update of knowledge base (articles and database) to enable effective service delivery

Requirements

• Significant experience of working in HR with deep knowledge of HR policies, processes and talent management practices
• As per capability toolkit

About the Company

EY is a global leader in assurance, tax, transaction and advisory services. The insights and quality services we deliver help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all of our stakeholders. In so doing, we play a critical role in building a better working world for our people, for our clients and for our communities.

EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients. Information about how EY collects and uses personal data and a description of the rights individuals have under data protection legislation are available on our site.

The MENA practice of EY has been operating in the region since 1923. For over 95 years, we have grown to over 7,500 people united across 21 offices and 16 countries, sharing the same values and an unwavering commitment to quality. As an organization, we continue to develop outstanding leaders who deliver exceptional services to our clients and who contribute to our communities. We are proud of our accomplishments over the years, reaffirming our position as the largest and most established professional services organization in the region