HR Business Partner

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Bpm’online is a premium vendor of process-driven cloud based software for marketing, sales and service automation. Bpm'online is recognized as a leader in the latest Forrester CRM Wave, 2016 and is also recognized within three 2016 Gartner Magic Quadrants.
The CRM market is growing exponentially. According to leading industry experts, the CRM global market grew 13.3% in recent years with 47% of the total CRM software revenue generated from SaaS based CRM applications. Uniquely developed and powered by a robust BPM engine, bpm’online products provide an incredible amount of value and a solid foundation for partners and clients to build their business around.
Goal: HR BP serves as a single contact point for the managers and the employees on all people management activities in the company. He/she provides full consultancy and support to the management team of dedicated BU to ensure that all the people management processes are efficient and bring value to the company and people.
  • Organizational design:
  • Consulting managers on how to build an effective structures (manager’s capacity, areas of responsibility split, organizational climate, capabilities analysis)
  • Keeping up-to-date of BU’ organizational charts, control of info flow between internal services about people transfers, compensation changes, etc.
  • Meeting new team members on first day (excursion, intro to team and manager)
  • Conduction of induction presentation and intro into onboarding process
  • Probation period success check (1st week, 1,5 months, closure)
  • “Year results” preparation: trainings for the team
  • Control of execution
  • Overview of results with the managers team (top/bottom, HiPo, successors)
  • Consulting managers on motivation techniques and models; helping to identify the personal motivators for key people
  • Informing managers about potential staff loss cases, conducting of retention interview and creation of joint mitigation plans
  • Conduction of exit interviews with the aim of checking the reasons for leaving the company, what could have been done to avoid it, any suggestions on changes/improvements in company’s processes and culture; the main aim is also to identify and mitigate any reputational risks
  • Control of proper info flow about employee’s resignation among different internal services
Training & Development:
  • Finding talent and skills gaps in BU
  • Planning of training activities: training requests, schedules, content review
  • Delivering of short term workshops and master classes
People Data Analytics:
  • Headcount
  • Hired (sources, probation period success/failure factors, readiness to recommend)
  • Fired (quantity, reasons for termination, retention/exit interviews results)
Succession Planning:
  • Identifying critical positions and key people
  • Analyzing the structures in terms of possible successors, their readiness and development plans
  • Assistance to managers in transition plans creation
  • Engaging employees to the annual survey
  • Analysis of results for dedicated BU
  • Communication of results to employees of dedicated BU
  • Creation of action plans together with BU managers
Position suggests close cooperation with other HR areas’ specialists (recruitment, L&D, C&B, etc.) in terms of creation, review and update of different processes and procedures when analyzing efficiency of its implementation and execution in particular BU.