Human Resources Business Partner (Short-Term Appointment)

The Human Resources Business Partner (HRBP) supports the alignment of HR initiatives and programs with organizational goals to drive strategic talent management, employee engagement and appropriate resource planning. The HRBP reports to the Global HRBP Lead and focuses on partnering with Offices and Departments to address workforce challenges and providing guidance to matters related to the entire employee lifecycle.

Responsibilities

• Implement HR initiatives, programs and provide solutions by leveraging talent management levers such as workforce planning, performance management, learning and employee engagement to achieve measurable outcomes.
• Contribute to and manage the implementation of change management initiatives, helping employees and leaders navigate organizational transitions effectively.
• Provide guidance as a trusted advisor on complex employee relations issues and concerns, resolving conflicts, promoting a positive work environment and culture of open communication.
• Promotes a culture of continuous learning and improvement.
• Collaborate with managers to identify goals and priorities, address root causes of workforce challenges and develop targeted solutions.
• Partner with the HR Centers of Expertise to ensure seamless implementation of initiatives and programs from onboarding to offboarding to create ambassadors for the Fund.
• Build compliance by providing advice and recommendations to managers on rules and regulations, as well as other legal requirements based on GCF legal framework.
• Advise leadership on HR compliance matters and participate in audits as needed.
• Support managers and staff in proactive talent and performance management throughout the year; Advise managers on talent identification and career development options.
• Analyze business data and workforce metrics to create insights that inform HR strategies and align talent initiatives with the Fund’s strategic objectives.
• Manage the end-to-end onboarding and offboarding process to ensure positive experience for the client group while generating insights to improve retention and engagement.
• Advise managers in addressing performance issues proactively and constructively, ensuring interventions are in place to support improved performance.
• Adapt talent management initiatives, including succession planning and career development.
• Provide quality advice to develop innovative HR approaches and solutions to complex problems; Contribute to policy development by actively working with HR Centers of Expertise (CoEs) on the need to adjust policy and ensure effective program implementation.
• Utilize HR analytics to assess trends, identify areas for improvement, and measure the impact of HR initiatives on employee engagement and business outcomes to optimize HR processes.

Requirements

• Master’s degree or higher in HR, Business and Administration, Organizational studies, Psychology, or relevant fields.
• Bachelor's degree in similar fields with an additional two years of relevant experience may be considered in lieu of the master’s degree requirement.
• At least 11 years of relevant work experience in Human Resources Management (HRM) covering all the relevant areas — performance management and development, learning and training, career development, organizational development, change management, staff engagement, total rewards and retention initiatives.
• A Juris Doctor, LLB, or equivalent law degree would be considered as an advantage.
• Proven experience as an HR Business Partner or in a similar strategic HR role.
• Strong understanding of HR best practices, international employment laws, and regulations.
• Ability to think strategically and align HR initiatives with overall business goals and objectives.
• Excellent communication and interpersonal skills, with the ability to build strong trusted relationships across all levels of the organization.
• Skilled in persuading and influencing stakeholders to gain support for HR initiatives.
• Demonstrated experience in driving HR initiatives that contribute to organizational success.
• Proficiency in navigating and facilitating change initiatives within the organization.
• Ability to adapt to changing priorities and effectively navigate a dynamic business environment.

Skills

• Human Resources Management
• Performance Management
• Learning and Training
• Career Development
• Organisational Development
• Change Management
• Staff Engagement
• Total Rewards
• Retention Initiatives
• HR Business Partnering
• Strategic HR Planning
• International Employment Law
• HR Best Practices
• Stakeholder Engagement
• Change Facilitation
• Talent Management Expertise
• Resource Planning

Languages

English