Job Description

Roles & responsibilities

Business Partner Responsibilities

Relationship/Account Management

·Acting as primary contact for business leaders on human capital issues ·Working closely with the business to strategize and lead employee engagement initiatives, improve work relationships, build morale, increase productivity, and develop and execute retention strategies ·Pro-actively work with HRBP lead to identify and communicate HR direction and strategies to business leaders ·Influence business pocs to respond to business requirements and issues in a timely fashion ·Counsel and mentor junior colleagues of the business in consultation with the business leaders as needed

Organization Development & Change

·Provides the business with relevant metrics, analytics and data to make HR related business decisions ·Provides HR Policy guidance and interpretation. ·Supports customer service and operations service resolution for critical or sensitive issues ·Ensures HR solutions are aligned with business strategy ·Support cultural changes across the business unit through a variety of methods, including implementing action plans following the People Survey, enabling leads to more effectively manage their team, strongly encourage managers to take greater responsibility for their team

HR Business Partner

·Execute process and policy recommendations ·Assess HR demands and communicate needs to relevant parties (HR SMEs/HR Operations/HR Shared Services) ·Work jointly with HR SMEs/HR Operations/HR Shared Services to deliver focused and customized (where appropriate) HR solutions to the business ·Support the effective delivery of HR services, ensuring that the high standards within the team are developed and maintained ·Carrying out such other duties as may be reasonably requested by the line manager, or any senior manager

Compensation & benefits strategy

·Provide stakeholders with relevant metrics, data and insights, to make HR related business decisions ·Work with the Comp. & Benefits team to implement a competitive and equitable compensation strategy that attracts and retains top talent ·Responsible for end-to-end data collation and preparation, generating multiple analytical cuts, running extensive simulations, and delivering actionable insights and strategic analysis to leadership for informed decision-making. ·Partner with DAS Operations to define and adhere to compensation budgets for the year, while responding to the requirements of each DAS service network with a diversified approach ·Ability to understand “big picture” business results and effectively apply a pragmatic and flexible approach to HR interventions to contribute to DAS’s continued success

Postgraduate - Preferred in Human Resources