Senior HR Business Partner

Operational Roles and Responsibilities 1. Support the HR Director in the design and implementation of the HR Strategy 2. Create and review policies, procedures and other quality documents, and suggest improvements based on guidance from the HR Director 3. Collaborate with directors to develop an onboarding program for new joiners, including related policies and procedures 4. Support in drafting and maintaining job descriptions 5. Assist the HR Director in designing talent management programs including performance management, succession planning and talent pool management and ensure their proper execution across departments. 6. Support in managing individual development programs and guide department directors/managers on conducting training needs analysis and developing training plans and budgets 7. Support the HR Director in leading and directing department Directors towards retaining and developing staff 8. Support the HR Director in creating and maintaining an HR Dashboard (setting and monitoring HR KPIs) 9. Lead the employee training and development process and set a yearly L&D Strategy based on HR Director’s guidelines; coordinate with the L&D Director for the implementation of the training plan 10. Design and deliver in-house trainings and leadership development initiatives 11. Promote organizational culture aspects (values and best practices) through various means, including internal awareness, emails or other 12. Support in maintaining effective internal HR communication addressing various stakeholders Function Specific Experience  Experience in general HR functions with particular exposure to talent development, performance management, succession planning and HR metrics  Experienced in designing and delivering in-house trainings and leadership development programs  Experience in developing and implementing HR strategies, policies and procedures  Familiarity with SAP Success Factor software is a plus Industry Related Experience  Preferred experience in similar volunteer-based organizations or humanitarian organizations Behavioral Competencies  Good training and facilitation skills  Excellent verbal and non-verbal communication skills for effective collaboration with sectors and sections Directors  Good project management and time management skills  Good leadership and supervision skills  Exceptional analytical skills to analyze data for succession planning, workforce planning and other HR activities